Exceptional Workplace – Create an environment where team excel
“Companies with highly engaged workforces outperform their peers by 147% in earnings per share” – Gallup.
We’re changing the practice of management.
Did you know that managers account for at least 70% of the variance in team engagement and heavily influence employee well-being? This is the reason why employees don’t leave companies, they leave managers.
People leave managers, not companies. You’ve heard it before.
One in two employees have left a job to get away from a manager and improve their overall life at some point in their career, according to Gallup’s State of the American Manager report.
There are many poor managers, and they leave an impression — that’s what makes movies like Office Space so funny. Almost everyone can relate to the sense of dread about coming to work when a manager makes an otherwise good job feel like a dead end.
But the effects of bad management by bad managers reach farther than just engagement – they can undermine your company’s efforts to help employees improve their performance and wellbeing. A bad manager often makes employees feel miserable while at work, and that misery follows them home, compounding their stress and putting their well-being in peril.
When employee health suffers, your company suffers. Unhappy, unhealthy employees affects:
- Absenteeism
- Performance
- Customer ratings
- Quality
- Profit
According to Gallup, managers account for at least 70% of the variance in employee engagement scores.”
Just as a bad manager can ruin a good job, a great manager can make a good job even better. So, if people leave good jobs because of bad managers, why don’t they seek out jobs that offer great managers?
Probably because companies don’t know where the great managers are working. Most companies don’t currently think about great managers as a benefit or publicize that benefit to prospective employees. It’s a huge missed opportunity.
To attract the best employee talent, every company should publicize great managers as part of their employee value proposition (EVP). And to keep the star people you’ve worked so hard to find and hire, you need to deliver on the promise of great management. You should select for specific managerial talents when hiring managers and offer training and development for managers throughout their careers.
Effective people management could be the most difficult aspect of sustaining a thriving enterprise. Companies need to devote more attention to promoting and developing good managers, and then start letting the world know they have these good managers.
To build a healthy and thriving organization, starting with your managers.
1. Understand the characteristics of a great manager.
- Put the right people in the right job
- Create a culture of clear accountability
- Engage employees with a compelling vision
- Motivate every employee individually
- Coach and develop their people by focusing on their strengths and, improve weaknesses
- Make decisions based on performance and productivity, not politics
- Build trust with their people about both work and life outside of work
2. Select and promote managers for the right reasons.
The two things that usually earn a promotion to management have nothing to do with
great management ability: tenure and mastery of a previous, non-managerial roles. Such promotion produces bad managers.
Promote managers not only on technical mastery but develop them to become good leaders – good leaders focus on wellbeing of their employees.