Stop blaming the manager for the employee performance breakdown.

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managers too for engagement

“Get me the manager!!”

Your employees don’t embrace our strategy? Where’s their initiative and drive. Customer complaints? They’re not well-trained? They’re disengaged?

Well, who’s their managers?

The Gallup Organization found in 2015 that managers account for 70% of the variance in employee engagement measures. This means the recipe for engagement success boils down to two-parts manager and one-part employee.
We all know this to be true. No one works effectively when they have a “bad” manager. Everyone’s heard that old song “Employees don’t quit jobs. They quit managers.” So, it’s clearly the managers’ fault. Right?

Just one question. Who their managers? 🙂

Managers are typically promoted from among top-producing employees. They’re good at what they do, so they usually keep doing it – no matter how many direct reports they have. And then they manage on the side. They don’t often have the tools, software, training, tactics, or support (not to mention time) to do it well. But when things goes south, they’re always first to blame.

Three bright ideas!

If engagement is mandatory, you better make it easy. Here’s three easy to implement tips that your employees are dying for and your managers will embrace (after a week or so of mild kvetching).

  1. Structure their conversations. Employees want feedback. That’s how they grow. And your managers need them to excel. If they talk at all, they talk tactics. Strategic alignment to global vision? Forget about it. So make it easy. Draft the questions you’d like them to discuss. Supply them in email. A simple road map will take you places.
  2. Schedule it for them. Find a place on your manager’s calendar and pencil it in. Inform employees that one-on-ones are mandatory. There’s more of them then there are of you. They’ll navigate their manager’s day to get a conversation on the books. To learn more about how ReviewCloud supports this kind of simple scheduling, click here.
  3. Permission to suck. Inform managers that they’re not expected to become management gurus overnight. Let them know their first few one-on-ones might be rough, awkward, and unproductive. That’s normal. Remind them that practice makes perfect. They get to try again in a month or so.

You want engaged employees. Strike that. You need to engage your employees. Give your managers a simple way to integrate the engagement objective into the flow of their days.

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