Who can forget Hari Saado of Naukri.com, it creatively stamped that people, don’t leave organisations, they leave their manager.
Leading research by Gallup. In one study of 7,272 U.S. adults, it found that 50 percent of employees left their job “to get away from their manager to improve their overall life at some point in their career.”
But there is another important dimension to this relationship, which is organisation performance. An individual’s performance has a high correlation with the relationship with one’s manager. Stronger the relationships, higher are the chances of achievement.
qilo’s research on work place culture nails leadership as the most critical dimension for a performance based work culture
Relationship with the manager is not of a buddy but of a coach or a leader. Empathy, Clarity of strategy, Communication, Teams Wellbeing, Technical skills, Acknowledgement, Trust and constructive feedback are some of the critical competencies required in a manager. And they form building blocks of the relationship
If these are lacking between manager and team members, your organisation is bound to be on a downhill.
Create a managerial effectiveness score – which is a factor of the leadership competencies, from the lenses of the team members. And this should be one of the Lead indicators for your business.
Low managerial effectiveness score leads to delayed performance achievement or low performance, conflicts, lack of creativity, accountability and most important low participation and belongingness.
For the leaders, it becomes imperative to gauge the depth of the iceberg. And incorporate this indicator in the business dashboards.
So next time, when you are doing business review ask for managers effectiveness score also.