People leave Managers, not companies...True or False?

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Being a Manager is a tough gig.  You’ve been promoted because you’re good at what you do, you’ve succeeded in your role and the next step is to manage a team of others and in turn support them to succeed. But being good at what you do doesn’t automatically qualify you to be able to handle the complex dynamics of a team and the differing needs of your individual reports.   We bet you’re sick of the phrase “People leave managers not the company”.  At Open Blend we definitely don’t believe it’s that cut and dry. We recognise that businesses have a responsibility to equip their managers with the knowledge, tools and insight to be effective in their role and ultimately develop into great people managers.

If your organisation has implemented people practices with the intent to truly engage talent & drive organisational success then that's a great start. The next step is for people managers to receive the right level of ongoing support to bring this to life within with their teams in a consistent way that aligns with higher expectations.  The key is to upskill the manager population and make sure that they are truly confident in fulfilling their role. The approach organisations traditionally take in doing this is  through single event training, a one off workshop or away day – but that’s a lot of information to get your head round in one hit, and then apply day to day, in fact research shows that 80% of training content is lost after the event. This is where the Open Blend platform comes in, as you know we provides our users with ongoing support using established coaching frameworks to ensure that managers and talent are able to have effective and meaningful one-to-ones.  We are thrilled that your organisation recognises the importance of investing in and supporting their managers.

Here’s our top 3 quick tips for being the manager people never want to leave:

  1. Don’t cancel one-to-ones:  Cancelling time with your direct reports sends the message that this time isn’t a priority and therefore not important. Of course, sometimes you will have to rearrange so if you do need to, try to provide a clear & valid reason and don’t miss the next one!

  2. Make sure your one-to-one time doesn’t revert to business updates or addressing your own agenda. Try to keep the Blend session focussed on the talent and let them lead the conversation.

  3. Be aware of staying in the Active listening zone.  So often when we are listening we are really just waiting to respond, or thinking about the next question we can ask. Try really listening and giving your full attention.  

Open Blend Effective Listening (2 min) podcast is available here:



Liz HaywardComment