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I left because of my managerial

January 2, 2026

Unfortunately, we hear quite often that the leader's behaviour is reason for an employee to leave. In coaching, training and individual conversations. From professionals at all levels. Remarkably, many leaders think: this must be about others. Often, it is precisely the engaged, enthusiastic and critical professionals who leave. People with ideas, ownership and perseverance. They stay for a long time, try to enter the conversation and persevere. Until it runs out. Not because they can't handle the work. But because they don't feel seen or taken seriously. With the next employer, they often flourish again. Nice for them. But for the organisation that left them, it's a missed opportunity - and a costly one.

Research (including Harvard Business Review) shows:

  • Leadership influences up to 70% of employee satisfaction
  • Engaged employees reduce turnover by 20-25%
  • Turnover costs 50% to 200% of an annual salary

The conclusion is clear: leadership and relationship matter. So: how do your people experience you as a leader? Do they feel heard, valued and challenged?

Want to retain talent and increase engagement? We help leaders to sustainably strengthen their impact on people.

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Frequently asked questions

Practical answers to questions we often get.

What kind of organisations work with ElevenGroup?

We work mainly with medium-sized and large organisations, often internationally, in sectors where collaboration, leadership and culture are crucial. Our clients range from commercial companies to (semi-)public organisations. What they have in common: the desire to look beyond standard solutions and achieve truly sustainable development.

We combine more than 20 years of leadership and team development experience with systemic work and organisational consulting. This means that we do not only look at behaviour or skills, but also at underlying patterns, dynamics and context. In addition, we always work in a custom way, paying close attention to the reality of the organisation as well as to what happens between people.

Systemic work is about making unconscious patterns and relationships within teams and organisations visible. Consider questions such as: Who takes what place? What gets excluded? By working with these, clarity, movement and relaxation often emerge quickly - without becoming woolly. We always translate insights into concrete steps in practice.

We often get this question. Our experience is exactly the opposite. Systemic work is actually very effective because it gets to the heart of the matter quickly and makes persistent issues open for discussion. We always link it to organisational goals, performance and results. Gentle in the approach, clear in the impact.

We almost always work with custom solutions. Sometimes we build on existing leadership programmes or interventions, sometimes we design something new together. We match the form, pace and content to the organisation, the people and the question behind the question.

Among others for:

  • leadership development (individual and collective)
  • team development and cooperation
  • coaching of leaders and professionals
  • culture and organisational change
  • guidance in case of tensions, transitions or growth

Often, assignments start with an exploration in which together we clarify what is really needed.

You work with one or more experienced professionals from our network, always carefully selected for the demand and context. We strongly believe in cooperation and complementarity - also within our own team.

We focus not on 'inspiration alone', but on change that carries through into everyday work. We do this by:

  • Work on concrete issues
  • giving leaders and teams ownership
  • linking interventions to practice
  • make room for reflection and action

Sustainable growth occurs when insight and doing come together.

An introduction is always non-binding. We listen to your question, share our initial observations and think along about possible follow-up steps. Sometimes one conversation is enough to determine the direction to take; sometimes an in-depth intake follows.

Sure. Many collaborations start with a pilot, a team intervention or an individual coaching programme. From there it can grow - or not. That, too, is fine.

We work in Dutch and English, and are used to international contexts and multicultural teams.

Via the contact page on our site or by calling or emailing us directly. We are happy to meet you in person.

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