I recently wrote a blog about how to follow up after an employee engagement survey - how to build trust, communicate clearly and avoid the trap of asking for feedback and then doing nothing. And this week, I led a webinar on exactly that. 

When I was doing my research for the webinar, one piece in particular stuck out: on why people actually leave - and how their manager is almost always part of the story.

According to 2024 Gallup data, 42% of employee turnover is preventable. And of that preventable turnover, only 30% of those employees said better compensation and benefits would’ve made them stay. Nearly as many said they would’ve stayed if they’d had more positive - or fewer negative - interactions with their manager.

That’s huge.

Below is a replay of the webinar - if you're interested in employee engagement surveys, feel free to watch the whole thing. If you just want to go to the part where I talk about this research, click here (34:26 mark) to jump straight to that part, and read the rest of the blog.

Why That Data Makes Sense (and How It Plays Out)

When people talk to their friends and family about work, they don’t usually start with engagement scores or your organizational values. They say:

“My boss straight-up yelled at me in front of the whole team. It was humiliating and totally unnecessary."

“My Director keeps getting my name wrong - even after I’ve corrected them multiple times. At this point, it feels intentional.”

“Every 1:1 starts late and turns into a recap of my manager’s latest golf round. They never ask how I’m doing, and we always run out of time before I can even ask my actual work questions.”

And what do their family and friends say back?

“You deserve better.”

And just like that, an employee's decision to leave doesn’t feel risky anymore - it feels obvious.

But here’s the thing: you can change that cycle. The same way feeling "less than" drives people away, feeling human can make them stay.

These are all real things friends have told me:

“My manager is a 50-year-old man, but when he found out I was going to the Taylor Swift concert, he asked me what 'Era' I was going as. That is why I will never quit this job."

“Someone on another team tried to throw me under the bus in a meeting I wasn’t even in, and my manager defended me on the spot. I only found out because someone else told me. To me, that's what leadership really is.”

"This is the first job I've had where I feel like 1:1s are actually for me. Every time I leave one, I feel like I know what to do next."

It might not show up like this in your engagement survey or productivity report, but this is what people carry with them - the moments that make them feel like they matter (and if you are working on engagement surveys, watch the webinar and think about asking: “Do you have regular 1:1 time with your manager? And when you do, are your questions heard and answered?”).

Why Managers Matter (and What Gets in the Way)

A lot of times, the managers we’re counting on to engage employees are literally just trying to survive the day. They’re overwhelmed. They’ve got meetings stacked, deadlines looming and no idea how to fit in “build trust with your team” between meetings and Zoom calls.

So what happens?

They rush.
They miss names.
They skip the 1:1 or send the vague “Got a sec?” Slack.

And then, the team member on the other end starts telling those same stories we opened with.

But it’s fixable. Truly.

With the right tools, managers can learn how to check in without overthinking it, how to build rapport in minutes (even seconds), and how to create small moments that make people feel seen.

Because there's a natural gap between managers hearing about research (“have positive interactions with your team”) and actually doing it. Most managers aren’t asking why it matters - they’re asking how to do it.

So, make it easy. Here are three ways managers can have positive interactions without needing a full calendar block:

1) Start 1:1s with a genuine check-in. Open with “How’s your week going?” or “Anything on your mind that we should start with?” It sets the tone that this time is for them - and helps you catch concerns early.

2) Catch someone doing something right. Don’t wait for performance review season to give praise. Send a quick note like “You handled that client feedback so thoughtfully - really appreciated it.” These moments build trust and motivation.

3) Ask for input before decisions get made. A simple “I’d love your take before we finalize this” turns "yet another decision" into a conversation - and reminds your team their voice matters.

None of this is about being perfect. It’s about being present. And these small actions can change how people feel about work - day by day.

Let Your Survey Be the Start of the Solution

If you’ve run an employee engagement survey and are now staring at a mountain of results, wondering what to do - you’re not alone.

But your survey data is only as useful as what you do with it next. It’s not just about creating a plan. It’s about creating manager moments that reshape how employees feel about work, every day.

And if that feels overwhelming - we can help.

At Manager Method, we’ve built practical, ready-to-use training for managers and employees that helps turn feedback into real change. With our scalable manager development programs, we make the follow-through easier - without adding another to-do to your list. And each month, we release tools and training designed for real-life challenges managers face (and tips that are in this very blog). For example, April’s focus was on how to involve employees in decisions, and June’s is all about how to create those positive interactions - and avoid the spillover of stress onto your team.

Catch the replay of my recent webinar above and download the slides (with hyperlinks to the research) at www.managermethod.com/surveyslides.

While you’re there, you can also book a call to explore our practical, ready-to-use manager resources. Whether you're helping managers follow through on survey results or build real-world skills like decision-making, feedback, or team connection - Manager Method offers tools that actually stick.