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With 50% of employees reporting leaving a job at least once because of a bad manager, the old saying rings true. If employee satisfaction is highly dependent on their relationship with their manager, then what are companies doing to improve that relationship?
Let’s put this another way. What are managers doing, but more importantly, not doing to keep their direct reports engaged?
Where is the gap between employee and manager that leads to employee dissatisfaction and, eventually, resignation? With the companies that we work with, we often see a disconnect in accountability…
46% of newly-hired employees will fail within 18 months, while only 19% will achieve unequivocal success.” - Leadership IQ
This means getting to know them personally, as well as proactively providing feedback on their performance. At Paddle HR, we believe that the best managers show a heightened interest in their employees’ career development.
These may seem like moot, or obvious points; surprisingly, they’re not universally practiced across enterprises and SMEs alike. Managers have a lot on their plate, and typically a lot to deliver on a daily basis. It’s easy to put “having tough conversations with my report” lower on the list, especially when it’s something they’re not comfortable with.
In fact, 69% of managers admit that there’s something providing feedback and leadership that bothers them. As a result, putting in the effort to ensure your employees feel like they can grow within the company may feel like an onerous task.
Yet these overlooked practices may be some of the most important tools a manager can use to cultivate a productive team. We thought it might be good to explain why making an effort to help your employees grow can keep them engaged and excited about their future within the company.
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