People join organisations, but leave managers, Rachel Hibberd
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This session will look at the importance of having Engaging managers who focus their people and give them scope, treat their people as individuals and coach and stretch them. Most importantly it will look at how to manage performance to maximise employee engagement.
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People join organisations, but leave managers, Rachel Hibberd
- 2. “It is better to work for a great manager in an old- fashioned company than for a terrible manager in a company offering an enlightened, employee- focused culture.” “People join companies. They leave managers.”
- 3. “70% of people leave their manager and not the job”
- 4. Baby Boomers - people born between 1943 and 1960 Generation X - people born between 1960 & 1980 Generation Y (or Millennials, Nexters or Generation Next) - people born between 1980 & 2000
- 5. Baby Boomers – Driven, love a challenge, build stellar careers. Can be highly competitive as they have had to compete at every step of their career Gen X - Welcome diversity, motivated by money, self reliant, enjoy having fun. Value flexibility and work/life balance. Love autonomy on the job Gen Y - Well organised and confident. Achievement orientated. Love environments where difference is respected and valued. Where people are judged on their contribution and where talent matters
- 6. One size does not fit all The more diverse the workforce the more diverse the engagement activity Find their ‘caravan’!
- 7. I know what is expected of me I have the resources I need to do my work I have the opportunity to do what I do best every day In the past seven days I have received recognition/praise for doing good work My manager seems to care about me My manager encourages my development Health Check: Try the Gallup 12
- 8. My opinion seems to really count The mission/purpose of my organisation makes me feel that my job is important My colleagues are committed to doing high quality work I have a best friend at work In the last six months my manager has talked to me about my progress In the last year I have had the opportunity to learn and grow Health Check: Try the Gallup 12
- 9. Be clear about what is expected of each person in their role Value individual contributions Care for the individual as a person Trust the individual Involve the individual in decision making
- 10. Encourage the expression of opinions, listen and act on these Provide regular motivational and developmental feedback Recognise a job well done Review individual performance on a one to one basis at least once every three months
Editor's Notes
- Discuss whose job it is to engage
- Baby boomers – grew up during a time of economic growth and prosperity. Place high value on youth, health and personal gratification and material wealth Gen x – sometimes referred to as the misunderstood gen. They are a product of self centred, work driven Baby Boomer parents. First gen to embrace the computer and the internet Gen Y – Always had technology and makes up the majority of the current workforce. Excellent team players. Likes collaboration and use technology with ease. Love change and being part of something successful
- After surveying over a million individuals from a broad range of companies, sectors and countries, the study by The Gallop Organisation concluded: Talented employees need great managers. How long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor. The researchers found that exceptional managers created a workplace in which employees emphatically answered “yes” when asked the following questions:
- Organisations that scored more than 7/12 achieved greater business performance
- Whose responsibility is it?
- Add coaching promoted on technical skills