By Jean Roque, Trupp HR.
For most businesses, employees represent the greatest monthly business expense. Yet, few are confident this investment is being fully optimized. A company’s frontline supervisors and managers wield the greatest influence on the ROI of these people investments—influencing employee selection, motivation, productivity, work quality, reliability, commitment, and retention. Employee feedback, however, indicates many of our managers may not be equipped to deliver on this responsibility.
- 49% of employees are dissatisfied with their supervisor*
- 26% of employees lack the tools they need to succeed in their roles*
- 66% of employees see no room for professional growth*
Companies can curtail this kind of employee disengagement, by selecting the right people for manager roles and equipping their managers to inspire, engage, and retain their employees.
When selecting employees for management roles, rather than relying on expertise and tenure, consider placing more value on a potential manager’s emotional intelligence (EQ). EQ more reliably anticipates managerial effectiveness by revealing how an individual will manage behavior, navigate social complexities, and make personal decisions that achieve positive results. 90% of top performers have high emotional intelligence.
Similar to developing a technical skill, managerial skills are best developed through a combination of training, mentoring, and experience. Developing managerial skills through experience is time consuming—requiring trial and error and quality self-application of learnings. A good mentor is invaluable; unfortunately, most managers do not have this privilege and instead tend to model their management style after other managers. Training can be the quickest path to effectiveness—providing a solid and consistent foundation of strategies for managers to build upon.
How does your company prioritize, assess, and measure management effectiveness? Some strategies worthy of consideration include:
- Defining selection criteria for assessing management candidates
- Incorporating management effectiveness into performance objectives and evaluations
- Establishing a training plan for new and developing managers
- Implementing a mentor program for new managers
- Encouraging managers to seek opportunities for professional development