Is Leadership the Real Retention Problem?

How do you make someone more self-aware? How do you approach them and say, "I think I know what the issue is here, and it's not them—it’s you." It reminds me of the Taylor Swift song I hear my daughter play in her room from time to time... "It's me, hi... I'm the problem, it's me." You can say a lot about Taylor Swift, but one of her best attributes seems to be that she’s self-aware—a trait I can't say I've seen often enough in many leaders and managers I've met.

Is someone constantly not meeting your expectations? Maybe it's time to take a hard look at the processes and ask, "If I were expected to do this job, could I keep up with the demands I’m setting?" If the answer is no, then perhaps we need to reassess expectations or redelegate tasks.

If you’re constantly struggling with employee retention, I’d take a hard look at your culture. Because if people who need money and a job find quitting to be a better option than staying employed, then maybe—just maybe—it’s not them. It’s you (or your management).

Is Leadership the Real Retention Problem?

Let’s talk about a hard truth that doesn’t get enough attention: if you’re constantly losing good people, the problem might not be them—it might be you. Leadership plays a huge role in retention, and often, it’s the lack of self-awareness at the top that drives good employees away.

I’ve seen it time and time again in manufacturing settings. A company struggles to keep workers, blames the talent pool, points to the “work ethic” of this generation, or chalks it up to the nature of the industry. But when we dig deeper, the root of the problem is often how leaders interact with their teams. Leaders set the tone, and if that tone is one of miscommunication, unrealistic expectations, or a lack of trust, you can bet employees won’t stick around for long.

Here’s a real-world example. I worked with a manufacturing plant where the turnover rate was through the roof. The leadership team couldn’t figure out why they kept losing skilled workers. After a closer look, it became clear: the leadership was completely out of touch with what was happening on the floor. Expectations were sky-high, yet the tools and processes to meet those expectations weren’t in place. Workers felt overwhelmed, unappreciated, and ultimately, they left.

Once the leadership team took a step back and admitted, “Hey, maybe it’s us,” things started to change. We worked together to improve communication, reset expectations, and create an environment where workers felt empowered and supported. The result? Retention improved. Not because the workforce changed, but because leadership changed.

At Swiftemp, we understand that finding the right talent is only part of the equation. Keeping them is where the real challenge begins. That’s why we don’t just focus on placing workers in your company—we help you build the leadership practices that make them want to stay. We identify gaps in leadership that might be affecting retention and provide insights to create a culture that fosters engagement, loyalty, and long-term success.

So, if you’re having a hard time keeping your team together, maybe it’s time to ask: is leadership the real retention problem?

Today in American History:

1929 – Black Thursday: The U.S. stock market crashed, marking the start of the Great Depression.

1861 – First Transcontinental Telegraph: The U.S. completed its first transcontinental telegraph line.

1945 – United Nations Charter: The UN officially came into existence with the U.S. as a founding member.

1962 – Cuban Missile Crisis: U.S. naval blockades intercepted Soviet ships during the tense standoff.

2003 – Concorde's Final Flight: The Concorde made its last commercial flight, landing in New York City.

Come see us at AME! We’re at Table #4, right by the registration table!