According to a Gallup report published on May 28, 2024 – “The Strengths, Weaknesses and Blind Spots of Managers” – $8.8 trillion, or 9% of global GDP, is lost by companies worldwide because of poor management and lost productivity from employees who are not engaged or who are actively disengaged. Yikes!
The Gallup study compared how managers think they are managing their teams versus how employees feel they are being managed, using 2,729 managers and 12,710 individual contributors across the U.S. and assessing 20 managerial responsibilities.
The results? In a nutshell, managers receive little feedback on how they manage their teams, from both their subordinates and peers. Five of the most important manager behaviors that drive employee engagement are managers’ biggest weaknesses, but managers are aware of only four. The biggest disconnects between manager and employee perceptions are with: (1) recognition of hard work and contributions, and (2) how often the manager gives feedback.
According to both managers and employees, managers excel at the basic expectations – being responsive, approachable, informed, and providing resources. However, according to the study, these behaviors have the lowest correlations to employee engagement, meaning they are less likely to improve employee performance.
Where don’t managers excel? At providing weekly meaningful feedback (“Coaching Habit”), motivating outstanding performance, removing performance barriers, and discussing strengths – the strongest drivers of employee engagement.
With the strongest drivers of employee engagement being the lowest rated behaviors, they are the most important opportunity for a company to increase productivity. How can managers improve these behaviors? According to the report, by having “extremely meaningful” routine coaching conversations with their employees that include discussing the employee’s goals, strengths, areas for development, and recognition.
Also, it’s important that managers receive feedback on their own performance, preferably from subordinates and peers and not just their own managers, and that they receive training on how to have these meaningful coaching conversations with employees to aid in employees’ development.
What this means to you:
The Gallup report concludes that, “Managers need the development, feedback and support required to manage people effectively and foster highly productive teams.” Great managers aren’t necessarily born. Ensure your managers have the proper training to be great and hold them accountable. Make sure your managers understand why consistent feedback to their subordinates is important and that they are equipped with the tools to deliver meaningful feedback.
Do your managers regularly deliver feedback to their teams? Do they discuss 1:1 each employee’s strengths, weaknesses, and goals? Do they recognize their employees’ achievements? To learn how our Managing Within the Law program can help or to book a workshop, please call 800-458-2778 or send us an email.
Updated 08-12-2024
Information here is correct at the time it is posted. Case decisions cited here may be reversed. Please do not rely on this information without consulting an attorney first.
