The numbers don't lie. Almost 1 in 8 Belgian workers are thinking of changing jobs soon. In 2021, only half were. What has changed? And more importantly, what can you as an employer do about it?
The answer surprisingly often lies with the manager. So not the pay. Not the workload. WELL the way it is managed.
The trap many companies fall into? In smaller organisations, leadership is often "added on". Someone who is good at his job suddenly gets a team. Only is leadership is also a profession. And if that skill is not well mastered, you feel it faster in smaller than larger structures.
Leadership as the foundation of retention
Employees do not leave companies. They leave managers. Research shows that 50% of employees leave voluntarily because of their immediate supervisor, not because of the company itself.
Securex and KU Leuven took a close look at the career plans of 1,482 employees in 2024. The results are as simple as they are powerful:
- At passive leadership thinks 17,3% about to leave.
- At controlling leadership (micromanagement): 12,2%.
- But at autonomy-supporting leadership? Only 9%.
- And at structuring leadership? Even lower: 8,8%.
The lesson? Employees want space and direction. Leadership is about more than just steering: it is about inspiring, supporting and giving direction at every stage of the employee journey - from onboarding to development and motivation.
As an employer, what can you do?
- Appoint leaders consciously, not automatically
Good professionals are not automatically good managers. Also choose based on communication style, empathy and coaching ability. Companies that focus on these see up to 30% less staff turnover. - Train soft skils, not just Excel skills
Invest in leadership training that focuses on listening, giving feedback and providing autonomy. That makes all the difference. - Embed accessibility in your culture
Especially in hybrid or remote teams, a visible, approachable leader is crucial. Absence = distance. - Put onboarding at the heart of your HR policy
New people decide in the first few months whether to stay. Give them a mentor and ensure clear expectations. - Evaluate the manager too, not just the employee
Actively ask how people perceive their manager. Turnover figures often signal late.
Why this is not an HR story, but a business priority
Staff turnover does not only cost money. Above all, it costs knowledge, time investment and team effort. And in a tight labour market like today, replacing is harder than ever. So make your leadership your strongest retention asset today.
Ready to invest in your leadership skills? Send us your vacancy before 11 July and attend the Amsterdam Business Forum on 26 September 2025. Grab your chance below and be inspired frontrow by insights from world speakers like Simon Sinek around optimistic leadership.
