by Lisa Quast, Forbes Magazine, 1/2/17.
… A Gallup study of 7,272 U.S. adults revealed that 50 percent had left their job to get away from their manager to improve their life at some point in their career.
Poor people management skills also negatively affect employee happiness and productivity, with managers accounting for up to 70% of variance in employee engagement scores.
Want to find out how good you are as a people manager? See how many of these five questions you can answer with “yes.”
Have you clearly defined and communicated the vision and strategy for your group, department or organization?
Have you worked with each employee to help him or her understand the role they play in contributing to the success of the organization?
According to a Robert Half Management Resources survey, 53 percent of workers are unable to make the connection between their day-to-day duties and how they impact the company’s financials.
Do you meet regularly with each employee for progress discussions?
… This doesn’t mean meeting once a year with employees to provide performance feedback – it means holding regularly scheduled two-way communication sessions, providing ongoing feedback year-round, giving credit where it is due, and being unafraid to have difficult conversations.
Do you empower your employees to succeed by delegating challenging and meaningful work?
People want to succeed and they want to continue learning. If you don’t provide opportunities for growth and help employees build on their strengths, then you won’t be viewed as a good people leader.
Do you recognize great work?
This doesn’t mean throwing out a “nice job” comment every now and then. Backhanded compliments – an insult disguised as a compliment – also don’t count. Recognizing great work means providing recognition and rewards that reinforce positive behavior, increases employees’ sense of progress and keep them motivated.