Source | www.forbes.com | Kevin Kruse
It’s not 1995. So why are so many managers treating their employees like it is?
Rapid digitization, a multigenerational workforce, and matrix organizations, coupled with the rise of remote work and the gig economy, are rewriting the rules for the modern workplace. But today’s managers are stuck in the past, behaving like bosses rather than coaches; they are doing performance management instead of performance development.
The result is a national epidemic of ineffective management that’s crippling employee engagement and productivity. Only 30% of employees feel “really good” at work. That means 7 out of 10 employees are not engaged. More than half of all employees (51%) are actively looking for a new job or watching job openings, according to Gallup’s “State of the American Workforce” report. This disengagement doesn’t just hurt company bottom lines– it’s evident in our country’s stagnant GDP per capita, too.
Managers account for at least 70% of the variance in employee engagement scores. If you want engaged employees who are productive and innovative, you have to start with the manager.
From Boss to Coach: 3 Steps to Up Your Management Game
Recently, I spoke with Jim Clifton, Chairman and CEO of Gallup, and Jim Harter, Chief Scientist, Workplace for Gallup, to understand why so many managers fail to engage their employees. Their new book “It’s the Manager” is a guide for bridging the divide between the science of management and the practice of management.
