In a recent panel discussion on the Topic: Culture V/s Manager, Why People Quit, featuring Dr. Sanjeev Dixit, Global HR Leader and Culture Coach, and Md. Rashid Jaferry, Chief HRM at Tata Steel, Gamharia, and Sponge Iron Joda
Md. Rashid Jaferry emphasized the crucial role of managers in shaping organizational culture. He pointed out that managers serve as the foundational building blocks of any organization’s culture, asserting that their collective behavior ultimately creates and reflects the company’s environment.
Manager and Culture: Influencers of Employee Growth and Retention
For new hires, the manager is the most influential figure in their first few months, essentially embodying the organization’s values and culture for them. According to Md. Rashid, in this early phase, the manager and culture are seen as synonymous by new employees.
As employees become more tenured, they begin to engage with other leaders and explore the broader organizational culture. While culture becomes more apparent over time, the influence of the manager remains critical in shaping their experiences and career trajectory.
Both the manager and the organizational culture together play a significant role in career development, driving an employee’s decision to either stay and grow within the organization or eventually move on. The panel’s discussion underlines the interconnectedness of managers and culture in fostering employee engagement and retention.
Watch the Full Conversation on YouTube
Toxic Work Culture
Dr. Sanjeev Dixit, a Global HR Leader and Culture Coach, added that In such a toxic environment, where managers push teams to meet targets by any means, it becomes increasingly difficult for employees to sustain and performance. This leads to stress, burnout, and ultimately disengagement.
However, in organizations where leaders demonstrate empathy, listen to their teams, and work together to understand the root causes of underperformance, the dynamic is entirely different.
These leaders foster collaboration, trust, and a supportive environment. By addressing challenges collectively and with compassion, employees are more likely to feel valued, sustain their efforts, and stay happily within the organization. This creates a healthier, more productive workplace where people thrive rather than burn out.
Survey
Recently, SightsIn Plus conducted a survey examining the influence of Culture versus Manager on employee turnover. The results revealed-
- Managerial Responsibility: 55% of respondents believe that managers are primarily responsible for employee turnover, emphasizing the importance of management practices and relationships in retaining talent.
- Cultural Influence: In contrast, 45% attribute turnover to the organizational environment, highlighting the role of a supportive work environment and shared values in fostering employee satisfaction.
Conclusion
The panelists concurred with the survey findings, emphasizing that managers have a direct impact on their employees’ experiences and job satisfaction. They argued that a manager’s approach, support, and communication style significantly influence an employee’s decision to stay or leave.
Thus, it is clear that managers play a more pivotal role in employee retention and are largely accountable for turnover in the workplace.
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