A Gallup poll of more than 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor.
“The majority of today’s front-line managers were promoted as a result of high performance in pre-management roles, regardless of what those roles might have been. Thus, many promotions into front-line management positions result in ‘accidental’ managers who are ill- equipped to perform successfully in their new role.” - BearingPoint Institute
“…nearly 60% of front-line managers underperform during their first two years in the seat, driving performance gaps and employee turnover across the entire frontline.” Given the importance of the front-line role, this shortfall matters. - BusinessWire
“Shifting an effective manager to an effective people manager can improve employee performance by 25%, employee engagement by 52%, and employee retention by 40%.” - Leadership Roundtable of the Conference Executive Board
The research points to one very clear and concise fact: Front-line managers are the single-most influential factor in driving employee motivation and performance.
In our world today, we are rewarded and reveled for doing a lot of activity. It is somewhat of a “badge of honor” to be the first in the office and the last to leave, to be so busy we can’t breathe, to be in & on every aspect of social media, to be available 24/7 and so on. You get the picture.
Here’s a different lens to that picture. Definitions according to Miriam-Webster are: