Unfortunately, only about one in four employees strongly agree that their manager provides meaningful feedback to them — or that the feedback they receive helps them do better work.
Many managers struggle in this area. They aren’t equipped to have individualized, motivating, coaching conversations with their employees.
This has serious implications for companies, as managers have the greatest impact on driving performance and engagement within their teams.
Managers account for 70% of the variance in employee engagement.
So, how can you help your managers walk that fine line?
Start by empowering them to see themselves as coaches. Help them take ownership of each employee’s performance. Then, equip them with these three things to lead better conversations
Personalized CliftonStrengths insights. Discover how each team member thinks and behaves, and what motivates them to do better in their work.
Proven advice for engaging employees. Know and measure what employees need to be successful, and how to talk about it with their teams.
Accountability and action planning tools. Employees who strongly agree that their manager holds them accountable for their performance are 2.5x more likely to be engaged. Make action planning easy and effective.
Managers can inspire and energize their employees like a coach — instead of having them feel like someone is breathing down their necks — when you equip them to have strengths-based, engagement-focused and performance-oriented conversations, often.