The Right Support: How to Retain Employees

It’s no surprise that a survey by the American Psychological Association found that leader support is the top factor influencing employee satisfaction and trust. We can significantly boost employee retention by fostering strong connections and relationships with our team members.

Where Leaders Are Falling Short

A Harvard Business Review report identified the top three communication issues employees face with their leaders: lack of time to meet, refusal to engage with subordinates, and not even knowing their employees’ names. How can you trust someone who doesn’t acknowledge your existence?

When leaders take a genuine interest in their team, employees are happier and more productive. Great leaders understand the importance of connecting with both the emotional and rational sides of each team member. This positions them as trusted advisors and opens the door for authentic conversations about growth and development. Strong communication not only strengthens relationships and improves retention—it’s essential to an organization’s success.

What Do Employees Expect From Their Leaders?

Employees want:

1. A genuine relationship with their leader
2. Opportunities to grow by developing their knowledge and skills
3. Consistent, constructive feedback for improvement
4. Recognition and appreciation for their efforts

Employees want to feel that their input matters. Leaders are expected to be exceptional listeners, showing respect for their team’s contributions. They also need to be highly reliable and consistently model the right actions and behaviors.

Employees Fall into Three Performance Levels

Understanding each employee’s performance level allows leaders to provide tailored feedback and support. It helps determine the level of guidance they need, ensuring every employee has the opportunity to grow and succeed. Typically, about 30% of employees are high performers, 60% are solid performers, and 10% fall into the lower-performing category. By identifying where each employee stands, leaders can more effectively connect with them and foster their development.

Before starting conversations with your employees, it’s important to assess their performance level. Once you’ve done that, use the following tips to guide your approach and strengthen your connection with the team

Tips for Supporting Employees at Each Performance Level:

High Performer Support

• Identify specific examples of the employee’s contributions and strengths. Begin the conversation with acknowledgment and appreciation, making sure your high performer knows they’re a valued part of the team.
• Ask what they need to stay long-term. How can you support their success? Reinforce the key role they play in achieving the organization’s mission.
• Encourage them to take on new challenges or reach even higher levels of performance through coaching and development.

Solid Performer Support

• Start by addressing any potential anxiety they may have. Reassure them that they’re valued and that this will be a positive, constructive conversation aimed at their growth.
• Highlight their strengths and what you appreciate about their work. Then, focus on one key area for improvement that will have the greatest impact on their performance.
• Encourage them to share ideas or suggest specific training or mentoring opportunities that can help them grow and develop further.
• Set smaller, achievable goals that lead to your larger objective, and celebrate the progress with each small win along the way.

Low Performer Support

• Clearly describe the concerning behavior, using specific examples and measurable outcomes.
• Explain the impact of their actions and outline what needs to change. Provide clear, actionable steps for improvement.
• Before concluding, communicate the consequences of continued low performance and set a follow-up meeting to track progress.

Employees Need Your Time

To boost employee retention and satisfaction, it’s essential to invest more time in building strong leader-employee relationships. Don’t wait for the annual performance review—start having regular conversations about progress and development at least once a month. Leaders who engage with their team beyond just performance metrics will foster stronger connections and more meaningful relationships.

Get Started Right Away

Begin building a relationship from day one when a new employee joins the team. New hires often feel anxious and are adjusting to the organization, so provide targeted support to help them stay connected and engaged. Ensure they feel welcomed and have all the tools they need to succeed.

For more insights on supporting your employees, check out our podcast series on performance conversations. Start with episode 16: High Performers: Who Are They?