Much has been written about the great resignation, quiet quitting, and the challenge of retaining top talent. But if you peel back the layers, one truth stands out: employees don’t leave companies, they leave managers. According to McKinsey’s Better Bosses research, relationship management accounts for up to 89% of the variance in employee satisfaction with their managers. The relationship between a manager and their direct report remains the most powerful lever for engagement, performance, and retention.
Yet too often, organizations focus on short-term perks, policies, or pay bumps, while overlooking the human connection at the heart of work. If we want to earn the trust and commitment of our people, we must start by investing in our managers. Not just by offering traditional leadership training, but by helping them understand motivation, both their own and that of their teams.
When managers understand what intrinsically motivates both themselves and their employees, they can build genuine connections. Conversations become more than status updates; they become moments of trust-building, alignment, and recognition. And when that happens, engagement deepens, burnout decreases, and loyalty grows.
Conversations become more than status updates; they become moments of trust-building, alignment, and recognition. And when that happens, engagement deepens, burnout decreases, and loyalty grows.
These conversations, whether they’re quick check-ins or deeper coaching moments, lay the foundation for lasting impact. They build confidence, foster belonging, and yes, open the door to more meaningful career conversations. But more importantly, they make people feel seen, heard, and valued in the day-to-day.
If you want to build a culture where motivation, trust, and connection are the norm, not the exception, contact Michelle Strassman, CEO and Founder of Fusion Talent Partners (mstrassman@fusiontalentpartners.com) to learn how we can help.
