One of Gallup’s most famous leadership breakthroughs is that 70% of the variance between the highest engaged teams and persistently disengaged teams comes down to the manager.
Unfortunately, worldwide, only 20% of full-time employees are engaged in their job.
Can you see the link?
I don’t believe that anyone sets out to be an “ineffective manager”.
Unfortunately, because managers aren’t often given the training and support they need to engage their teams and get the most out of them, that becomes the result, “ineffective managers”… which in turn creates disengaged teams… which in turn impacts the overall performance of the organisation.
More often than not, people are promoted to a management role because they are technically good at their job, but being given a new job title and a team to manage doesn’t mean that they suddenly now know how to be a manager.
So, they end up with a disengaged team (or one that doesn’t stick around), who produce disappointing results, which inevitably impacts the bottom line.
Through no fault of their own, they are set up for failure.
Research from the HR Coach Research Institute indicates that
So, if business performance hinges on the effectiveness of your managers, can you afford not to invest in them?
Fortunately, management skills can be learnt, and when learnt appropriately, it can allow them to be not only become an effective manager, but an effective leader.
This is where our Effective Manager Program comes in.
Attendees of our last cohort reported a 34% increase in their overall effectiveness as a manager, as well as a:
- 44% increase in their ability to coach in the moment
- 43% increase in their ability to address underperformance and hold it to account
- 39% increase in their ability to effectively influence their team
But let’s not focus on that, because to get those kinds of improvements requires investment.
I want you to ask yourself, what’s the cost of doing nothing?
Are you willing to lose high performers because your managers don’t know how to retain them?
Are you willing lose employee engagement because your manager doesn’t know how to get the most out of their team?
Are you willing to watch your bottom line suffer because your manager doesn’t know how to address underperformance?
I’m willing to bet the answer is no.
So, what are you going to do about it?