Why Management Matters
Guest Blogger: Ken Byler, Owner, Higher Ground Consulting Group, LLC
Management is much more than “the act or skill of controlling and making decisions about a business department, sports team, etc.” (per Merriam-Webster)
A new study by McKinsey & Company in September 2021 has amplified the importance that managers play in organizations.
During the past 12-18 months, employees have been resigning from their jobs in record numbers. There is even a name for this phenomenon “The Great Resignation.” In the past, the reasons people left were often associated with compensation, opportunities for growth or advancement, and even perks like flex-time.
Largely ignored in those assessments was the human aspect of work. The pandemic magnified just how critical human interaction can be to employee engagement and satisfaction. Purpose, social connection, and feeling valued are what employees crave at work.
The McKinsey & Company research found that “being valued by my manager” is the number 2 factor employees identified among the human investment aspects of work. Unfortunately, employers rated this factor as number 18, a clear disconnect.
My key partner, Wiley, recently surveyed nearly 5,000 employees to better understand the relationship between them and their manager. Here’s what they found.
Management matters. Survey respondents noted that 62% of them had experienced a manager change in the past 2 years. 92% reported that managers have an impact on their well-being at work. The number of employees who have left a job because of their manager is an astounding 42%.
Management training is a good investment. Leaders, managers, and individual contributors were in agreement that training helps develop a manager’s skillset. The percentages were 99, 98, and 92 respectively.
Relational skills contribute the most to manager effectiveness. Respondents identified words like trust, supportive, and caring when they described a good manager. Communication (57%), developing others (37%), and motivating others (30%) were identified as top management skills.
How to Improve Your Mangers
In my work with organizations, I already know the value of investing in manager training and skills development.
One key to success is recognizing that management is not a one-size-fits-all discipline.
Every manager has strengths, blind spots, stressors, and perceptions that impact how successful they can be.
I use the Everything DiSC® model to help managers uncover what makes them tick and how they can use their natural priorities and strengths to become more effective. The learning can be facilitated in both virtual and in-person environments with equally impressive results.
Managers discover their DiSC management style, explore strategies for effective directing and delegating, learn how to create a motivating environment, deepen their ability to develop others, and even learn how to improve the relationship with their own manager.
Don’t be a victim of “The Great Resignation” because your managers aren’t performing at their best. Invest in their futures and your culture can change for the better.Filed in: Client News