Why a Supportive Manager is a Game Changer for Your Business

In any organisation, the role of a manager is pivotal. Managers are not only responsible for overseeing tasks and delivering results, but they are also the heartbeat of a team’s morale, engagement, and productivity. The impact a manager has can make or break an employee's experience, and determine the success of the business.

Let’s explore why managers play such a crucial role, the difference between toxic and supportive leadership, and how the right approach can transform not just individual careers but entire organisations.

What is a Toxic Manager and Workplace Culture?

Did you know 75% of UK employees have experienced a toxic workplace culture? According to a 2023 study by Oak Engage, which surveyed over 2,000 employees, 61% of employees quit their job due to toxic workplace conditions. Even more concerning is that 73% of employees who’ve experienced burnout point to a toxic culture as a key factor.

So, what creates a toxic workplace?

At its core, toxic cultures often start with toxic management. The traits of a toxic manager include micromanagement, inflexibility, gaslighting, intimidation, and deflecting accountability. When employees feel controlled, undervalued, or unsupported, productivity and morale plummet. Innovation stalls, and talented employees, those who could have thrived, walk out the door.

On the other hand, a supportive manager can turn this scenario on its head. They encourage open communication, trust their team to deliver, give recognition for achievements, and create a culture where employees feel empowered. A supportive manager cultivates an environment where employees are not afraid to take risks, share ideas, and be themselves, which ultimately drives the company toward long-term success.

What Makes A Great Manager

The value of a great manager extends far beyond the numbers. A strong leader doesn’t just oversee; they inspire and uplift their team, acting as a catalyst for both personal and professional growth. So, what exactly makes a manager worth their weight in gold?

Here are three critical traits:

1. Active Listener: A good manager takes the time to understand their team’s concerns and ideas. They don't just hear—they listen, providing a sense of validation that makes employees feel appreciated and engaged.

2. Empathy: Understanding that employees are humans with personal lives and challenges is key. Managers who show compassion build trust, and in return, employees feel supported and motivated to give their best.

3. Visionary Leadership: It is vital to set clear goals and provide the necessary support to achieve them. When employees know where they’re headed and feel equipped to get there, the entire team functions more smoothly and efficiently.

When managers lead with these traits, they don’t just meet their targets, they exceed them by cultivating a loyal, motivated team. Great managers invest in their people, and in return, employees give their all to the organisation. If you’re ready to take your leadership skills to the next level, it might be time to consider training and development tools to help you become that gold-standard manager.

Why People Don’t Change Jobs for Money…

Employee retention goes beyond offering competitive salaries or flashy benefits. Studies consistently show that employees are more likely to stay with a company when they feel connected to its culture and values, rather than because of the salary.

So why do people leave?

Often, it’s because they don’t feel supported, valued, or aligned with the company’s culture. Employees want to be part of something bigger than just their day-to-day tasks. They want to feel like their contributions matter and that they’re connected to a larger mission.

If your organisation lacks a culture of connection, even high salaries and perks won’t keep your best talent.

Here’s how to build that connection:

• Create a culture of flexibility: Today’s workforce values flexibility, whether it’s in terms of working hours, remote options, or simply the freedom to manage their workload.

• Encourage collaboration and transparency: Employees want to feel part of a team working toward a common goal. Building a culture that supports teamwork and open communication is critical for fostering this sense of connection.

• Show appreciation: Don’t underestimate the power of a simple thank-you. Recognise and celebrate contributions, big or small, to make your team feel valued.

When employees feel connected to their company’s culture, they’re more engaged, more productive, and more likely to stay for the long term. A strong, inclusive workplace culture wins every time.

Read: Empowering Parents: The Strategic Impact of Maternity Coaching in the Workplace

3 Ways Managers Can Help Their Teams Feel Appreciated and Connected

A manager’s role in fostering a sense of appreciation and connection is crucial. Employees who feel valued are more engaged, more productive, and less likely to leave the company. But how can managers create this environment?

Here are three simple but powerful ways:

1. Recognise Achievements: Acknowledging even small wins can have a huge impact on morale. Whether it’s public recognition or a private note of thanks, showing appreciation makes employees feel seen and valued.

2. Foster Team Connection: Organise team-building activities or social events that encourage bonding and mutual support. When people feel connected to their colleagues, they’re more likely to enjoy their work and feel a sense of belonging.

3. Encourage Open Communication: Make sure there’s a clear channel for feedback, both ways. When employees feel safe to voice their concerns and share ideas, they’re more engaged and more invested in the success of the team.

Creating a culture where employees feel appreciated and connected results in higher morale, lower turnover, and a happier, more productive workforce. When people feel valued, they give their best. As a manager, you have the power to foster this environment—and the results will speak for themselves.

Read: Why It’s Important to Support Working Parents and How to Do It Fairly

The Bottom Line: Why Supportive Leadership is Key

Ultimately, the difference between a thriving, innovative business and one that struggles to retain talent often comes down to the quality of leadership. Toxic managers breed disengagement, stress, and turnover, while supportive managers create environments where employees can flourish.

By prioritising open communication, recognising achievements, building team connections, and showing empathy, managers will lay the foundations to encourage the full potential of their teams. When employees feel supported, valued, and connected to the company’s mission, they become more engaged, more productive, and more likely to stick around for the long haul.

Get in touch today and let’s work together to create a balanced, flexible, and motivated work environment!