Attrition Problem? Start by Looking at Your Managers

Attrition is often treated as a reporting metric, but in today’s market, it’s something far more important – it’s a signal of what is really going on and increasingly, that signal is pointing in one direction: leadership.

How to Identify if a Manager Is the Issue

Most businesses remain focused on outcomes such as sales, profit and growth and can lose sight of the underlying drivers impacting them.

When a manager isn’t effective, attrition rarely shows up immediately and by the time a resignation occurs, the issue has often been building for some time.

Here are the key indicators: 

1. Attrition is concentrated in one team

If turnover is isolated to a specific manager or department, that’s rarely coincidental.

2. High performers are the ones leaving

This is one of the clearest warning signs. Strong employees typically leave environments – not roles.

3. Engagement drops despite stable conditions

If pay, workload, and structure haven’t changed but morale has, leadership is often the variable.

4. Exit feedback lacks clarity (or honesty)

Exit interviews are one of the most crucial ways to identify issues. Look out for comments like:

• “Looking for a new challenge”
• “Better opportunity elsewhere”

These often mask deeper leadership or cultural issues. Dig deeper or consider using a confidential third party to run exit interviews, as you will gain far more insight into what is really happening inside your organisation.

5. The team relies too heavily on one or two individuals

This usually points to a lack of direction, coaching, or accountability from the manager.

Early Signs to look out for

Recognising there are issues before a resignation is key. If you are seeing:

• Gradual disengagement
• Declining performance
• Increased pressure on high performers
• Quiet exits from your most capable people

You should start turning your attention to that area and asking questions of the manager. It may be time to introduce 360 reviews where the manager is also reviewed.

Importantly, this isn’t about assigning blame, it’s about identifying whether leadership capability is aligned with the needs of the team.

In many cases, small shifts in leadership approach can stabilise a team. In others, it may highlight the need for stronger management capability altogether.

Why This Is Happening More in 2026

 This isn’t just a leadership issue – it’s a combination of market conditions and how businesses are responding to them.

With hiring slowing and employee confidence lower, the pressure on teams has increased. In many cases:

• Targets remain the same (or increase), but resources tighten
• Bonus structures or incentives are adjusted to manage costs
• Teams are expected to do more with less

Where this is handled well, leaders bring their teams with them, clearly communicating the “why”, setting realistic expectations, and keeping people engaged.

Where it isn’t, disengagement builds quickly.

What You Can Do About It

Once you start to see these patterns, the focus needs to shift from observation to action.

1. Act on the data you already have. Use exit interviews and engagement surveys to identify patterns and pockets of disengagement. Don’t just collect the data – analyse it and challenge where the issues sit.

2. Address leadership early. Don’t wait for resignations. Speak with your people, understand their experience, and identify whether the issue is capability, communication, or clarity.

3. Upskill before you replace In many cases, improving a manager’s communication and leadership capability can stabilise a team far more effectively (and cost-efficiently) than repeated hiring.

4. Be proactive, not reactive If the same issues keep appearing, the approach needs to change. Continuing to hire into a misaligned environment will only lead to ongoing attrition.

Where We Add Value

👉 Businesses that get leadership right retain their people and outperform those that don’t.

If you’re seeing signs that attrition may be linked to leadership, it’s worth addressing now.

We support across:

 Leadership and management recruitment

• Identifying cultural and leadership gaps
• Upskilling managers and strengthening capability

Whether you need to build capability or bring in new leadership, we can support you through our Recruitment & HR Solutions.

Contact Us Here

Disclaimer: This information is provided for general informational purposes only and does not constitute legal or professional advice. While every effort has been made to ensure the accuracy of the information contained herein, the author accepts no liability for any changes, loss, or damage arising from reliance on its content. Readers should seek independent legal advice and updates, before acting on any matter discussed in this document.