No. 7 of: 8 Ways to Increase Employee Engagement
The No. 1 reason people quit their jobs is a bad boss or immediate supervisor, according to a Gallup poll of more than 1 million employed U.S. workers. It’s the old cliché - “employees join companies, but they leave managers”.
Managers play a crucial role in creating a positive work environment, by providing a level of personalised support and commitment to their teams. However, 37% of employees do not feel their managers are effective in serving and supporting the team.
One of the recurring themes we find in talking to HR Professionals is how many high-performing employees feel their work is not adequately acknowledged by their immediate boss, and by extension the company. And the majority of employee reward programmes that Allgo runs are focused on getting managers to show more appreciation to their staff more.
The problem is that managers can become the “squeezed middle” in the engagement equation. They themselves are likely to be less engaged than newer employees and senior leaders.
And as managers, much of their daily responsibility involves dealing with problems and issues. So a negative bias and management style is almost the default position. Plus, as psychologists tell us, some of the deepest human emotions are essentially selfish. We are better wired to receive praise than to give it.
"37% of employees do not feel their managers are effective in serving and supporting the team".
On the other side of the coin, employees really want their managers to recognise their good work – it is highly motivating for them. In fact, the most memorable recognition an employee can receive comes from the employee's manager.
So putting programmes in place that will engage middle managers in the company’s goals, give them exposure to senior leaders, and encourage them to give positive and authentic recognition for good work on a constant basis are all key.
In companies where both leaders and managers are perceived by employees as effective, 72% of employees are highly engaged. “The single-biggest predictor of performance in people is the relationship they have with their managers”. Sue Stoneman, founder and chief executive of NKD.
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