One statistic Gallup has found to remain consistent over time is this: 70% of the variance in team engagement is determined solely by the manager. Yet, managers spend just 7% of their time managing people. Our German Index report emphasizes this disconnect. Gallup Managing Partner Pa M. K. Sinyan explains, “97% of managers believing they’re doing a really good job of managing their people, while 69% of employees experience bad managers, so somebody’s not telling the truth, obviously.” Explore the full report here: https://lnkd.in/g2Nvm6df
A common hurdle when learning how to lead. A crucial part of effective leadership is discovering yourself and becoming aware of your blind spots. 👉 https://blindspots.me/LinkedIn
I wonder how many employees are taking personal responsibility and addressing things that are not working. It is so easy to blame the managers for bad leadership, but until they know, they don't. Quiet quitting is a perfect situation where people don't express themselves and leave or somehow expect things to get better. Nothing can get better if you don't talk about it. I am a bit tired of putting all the responsibility on the leadership’s shoulders. Yes, they have a huge impact, but it is so important to empower EVERY EMPLOYEE to initiate change. (And yes, we can talk about the safe environment, but that doesn't take away the role each employee plays in the workspace dynamic.)
Unfortunately, some managers have self-congratulatory and egotistical attitudes and think they are the best manager in the world.
Management It is vital turnkey of the company's success. We (RPCG) observe within organizations the majority of management is missing: Objective clarity & Focus, Key measurement and Authority to take decisions. We can name much more but fixing those 3 will help fix most of issues How is that within your business?
These statistic highlights a critical disconnect between managers' perceptions and employees' experiences. Interactive workshops and 360-degree feedback could help bridge this gap.
Comparto plenamente que las Gerencias dedican solo el 7% de su tiempo a la gestión de personas. Como consultora puedo además señalar, que muchos líderes inclusive de RRHH, consideran innecesarios o de segunda categoría, los temas de bienestar laboral. Gracias Gallup por esta importante información.
Very helpful to have data backing up what feels SO obvious: the relationship between boss and direct report is profound, smart companies/leaders invest in this relationship.
"Empowering Tomorrow's Leaders: Transforming Leadership Development with a New Paradigm"
1moThis is another piece of data emphasizing the importance of leadership. It emphasizes that leadership is the major difference between best practices companies and other companies, which can also be found in Gallup’s research data. This is why I developed Renaissance Leader Odyssey, which focuses on providing stronger leadership for the future. Https://www.youtube.com/@buildingrenaissanceleaders/podcasts