The Role of Leadership in Employee Retention: Building Connection & Engagement

In today’s fast-paced and ever-changing work environment, leadership isn’t just about hitting KPIs—it’s about creating meaningful connections, cultivating growth, and building a culture where people want to stay and succeed. This collection of insights highlights powerful ways leaders can strengthen retention, spark engagement, and foster personal and professional growth.

Building Camaraderie to Improve Retention

One of the most effective ways to keep talent is through genuine connection. When leaders take time to ask thoughtful, personal questions, they build trust, camaraderie, and a culture where people feel valued. These conversations go beyond tasks—they create bonds that strengthen relationships, inspire loyalty, and ultimately lower turnover.

Key Insights

• Connection Drives Retention: People stay when they feel seen, heard, and appreciated.

• Small Questions Make a Big Difference: Simple, intentional questions open doors to trust and understanding.

• Stress Management Insights: Understanding how your team members manage stress helps you support them more effectively.

• Shared Wisdom Motivates: Asking about advice they’ve received reminds individuals of their resilience and values.

What Matters Most

• Culture is built in everyday conversations, not just formal meetings.

• Leaders who show authentic interest in their people foster stronger engagement.

• Retention increases when team members feel connected both personally and professionally.

• Simple questions can spark meaningful dialogue that enhances bonds.

Reflection Questions

• What small questions can you ask this week to deepen your connection with your team?

• How do you currently show curiosity about the people you lead beyond their job performance?

• What might you learn about your team’s values and motivations by asking about advice they’ve received?

• How could these conversations boost retention within your organization?

Quick Practice

Choose one of these questions and ask it during your next team meeting, one-on-one, or casual chat:

• What’s one fun fact most people don’t know about you?

• What’s your go-to activity to relieve stress?

• What’s the best piece of advice you’ve ever received?

Listen actively, reflect on what you hear, and notice how the connection grows.

“Connection is why we’re here; it is what gives purpose and meaning to our lives.” – Brené Brown

Coaching Leaders to Build Engagement and Retention

Leadership coaching isn’t just about developing skills—it’s about creating a ripple effect. When leaders recognize their own strengths and those of their employees, they build trust, inspire engagement, and cultivate teams that thrive.

Coaching equips leaders to recognize opportunities to “level up” their leadership. This awareness drives growth, sharpens accountability, and models resilience. Most importantly, when leaders invest in themselves and their people, retention rates improve. Why? Employees stay where they feel seen, valued, and supported by leaders who are growing alongside them.

Key Insights

• Self-Awareness Sparks Growth: Leaders who understand their own strengths lead with confidence and authenticity.

• Engagement Grows Through Recognition: Seeing and celebrating employee strengths builds connection and trust.

• Leveling Up Leadership Matters: Leaders who embrace opportunities to grow set the tone for continuous improvement.

• Retention Follows Engagement: Employees remain in cultures where they feel valued, understood, and inspired by their leaders.

What Matters Most

• Coaching leaders isn’t optional—it’s essential for cultivating a strong culture and promoting retention.

• Engagement begins with leaders who are self-aware and intentional.

• Growth opportunities at the top encourage growth throughout the organization.

• Retention is not about perks; it’s about people and leadership that genuinely connect.

Reflection Questions

• How well do you understand your own leadership strengths and blind spots?

• What are you doing to recognize and develop the strengths of your employees?

• Where is your greatest opportunity to “level up” your leadership right now?

• How could greater self-awareness and engagement in your leadership team reduce turnover?

Quick Practice

Schedule one coaching-style conversation with a team member this week. Instead of focusing on tasks, ask:

• What do you feel are your greatest strengths?

• How would you like to use those strengths more in your role?

Notice the engagement that grows from simply recognizing and affirming their value.

“When leaders learn to see the strengths in themselves and others, they create teams that stay, grow, and succeed together.” – Deb Olejownik

What Kind of Magnet Are You?

Hello Leaders! I’m Deb Olejownik, and as someone deeply committed to empowering leadership, I believe in the transformative power of self-awareness.

Leaders, what kind of a magnet are you? Do you push people away or pull people in?

The gravitational pull you exert as a leader determines not just your team’s current performance, but its future potential. A leader who magnetizes their team doesn’t just manage; they multiply talent and foster a culture where people feel seen, valued, and driven to contribute their best work.

Three Key Insights

• Intentionality Trumps Personality: Magnetic leadership isn’t about being the loudest or most charismatic—it’s about being consistent, honest, and clear in your vision.

• Psychological Safety is the Core: Environments that encourage risk-taking, open dialogue, and vulnerability retain and engage teams.

• Development is the Retention Strategy: Growth opportunities are magnetic. When leaders invest in potential, they build loyalty.

What Matters Most

• Radical Transparency: Honest communication that connects everyday work to a bigger mission.

• Deep Listening: Understand your team’s worries, hopes, and motivations.

• Empowering Accountability: Equip people with the tools and trust they need to succeed.

Three Questions for Reflection

• Whose voice haven’t I heard in the last week, and why?

• What belief am I currently holding about a team member’s potential that might be limiting their growth?

• If I left my role tomorrow, what leadership system or value would endure?

Practice: The “Potential Partnership”

Once a quarter, replace a traditional performance review with a one-on-one session dedicated entirely to future potential.

• Start with Strengths: “When do you feel you are doing your absolute best work here?”

• Identify the Stretch: Choose a growth opportunity that aligns with future goals.

• Commit to the ‘How’: Create a 30-day development plan together. Remove roadblocks and offer support.

“The role of a leader is not to produce followers, but to produce more leaders.” – Ralph Nader

Understanding the Importance of Employee Retention

Retention isn’t just an HR concern—it’s a leadership priority and a competitive advantage. High turnover disrupts operations, drains resources, and erodes culture. On the other hand, retaining skilled, motivated employees builds stability, strengthens team culture, and fosters long-term growth.

The first step in mastering retention is acknowledging its importance. The second is acting intentionally—identifying key talent, nurturing strengths, and creating personalized retention strategies that meet both individual and organizational needs.

Key Insights

• Retention Is Strategic: Keeping your best talent reduces costs and preserves culture.

• Know Your People: Understanding individual strengths and goals boosts engagement.

• Invest in Growth: Training, coaching, and collaboration promote loyalty.

• Personalized Plans Matter: Tailored strategies signal long-term investment.

What Matters Most

• Retention directly impacts both financial performance and company culture.

• High turnover is costly; proactive retention creates momentum.

• Leaders are central to growing and supporting talent.

• Personalization fosters trust and loyalty.

Reflection Questions

• What are the true costs of turnover in your organization?

• Who are the key talents you should be intentionally developing?

• What personalized strategies could improve retention?

• How are you signaling long-term commitment to your team?

Quick Practice

Choose one high-potential team member and schedule a 15-minute conversation. Ask:

• What are your career aspirations?

• What energizes you in your role?

• What support do you need to thrive?

Take one action based on what you hear.

“Train people well enough so they can leave. Treat them well enough so they don’t want to.” – Richard Branson

Your Most Powerful Word: Overcome

In leadership coaching, I often begin with simple but powerful questions: “What’s on your mind?” or “What do you want to work on?” Most times, leaders share unresolved challenges—open loops that weigh on performance.

When I ask, “What are you going to do to overcome this?” the shift is immediate. This reframing moves leaders from frustration to focus, from challenge to choice.

Key Insights

• Reframing Builds Resilience: Asking how you’ll overcome helps shift from stuck to solution.

• Overcoming is Emotional and Practical: Growth means managing both the issue and your emotional reaction.

• Stories of Overcoming Inspire: Sharing your own journey builds trust and models strength.

What Matters Most

• Conflict and setbacks are inevitable.

• How leaders overcome defines culture.

• Reflection builds confidence and clarity.

• Modeling resilience empowers your team to do the same.

Reflection Questions

• What current challenge requires you to ask, “How will I overcome this?”

• How can reframing it give you fresh energy or insight?

• What personal story of overcoming could inspire your team?

• How can your resilience help others face their own obstacles?

Quick Practice

Journal three times in your life when you overcame something that once felt impossible. Reflect on:

• What did you learn about yourself?

• How did it shape your leadership?

• How can you apply that same courage now?

“Strength doesn’t come from what you can do. It comes from overcoming the things you once thought you couldn’t.” – Rikki Rogers

Final Thought:
Retention, resilience, and engagement don’t happen by accident. They are the outcomes of intentional, people-centered leadership. Whether it’s through connection, coaching, or courage, your leadership can be the reason someone chooses to stay, grow, and thrive.