Is the manager to blame for the exit of a reportee or employee

A good topic chosen......I believe that most boss says that he/she cannot make 100% employee satisfaction with the decisions he/she takes or impliments but taken into consideration, if the boss is conduting the ritual of conducting meeting with the fellow employees then the decision of quiting the job does not arise at all because what I believe that employee satisfaction matters a lot for the company to loose a good resource and now a days the company HR's are thinking a lot to curtail down this decision by making new tools to capture the employee satisfaction on confidential basis and taking rightful measures against the same.

Mostly the Reporting Manager  is responsible, at the first instance he is one who administers the desired role , expected delivery required by the organisation and if the path shown by him is matching to the requirements to both the side ( employee & employer) then there is no chance left for the employee to think before taking the alternative ways to leave.

Usually it is due to the managers. One can work for a poor company if the boss is helping and understanding. But you can't work in the world best organization if you have a boss who doesn't value integrity, recognition, and development of employees.

If a manager provides creates an open and friendly environment, then people can work even if the company is not very employee friendly.

Me to think Manager is responsible for exit as it is duty of manager to make reportee and employee feel confortable to work... Its not easy for even employee to leave after 2-3 years of work...All thtz matter is Manager relation tht take care of employee and his/her progress and motivation.

In my opinion it is the manager’s responsibility to follow-up and learn as much as they can know why the employee has decided to make a change and then HR should conduct an exit interview that includes questions about leadership, the organization, salary, benefits, environment and more. There might be more of an onus on the immediate manager because it's their job to ensure the employee is challenged, has enough responsibilities and tasks, and provides the best possible avenues for career advancement and success. If the immediate manager was not working towards these goals, then there may be a bit of blame that can be attributed.