How to gain leadership buy-in for your engagement strategy
How your leadership team feel about employee engagement is directly linked to engagement levels. 6 steps to creating a winning proposal.
Read MoreUnfortunately, most of us can relate to having an experience with a bad manager.
We’re sure you’ve been there – relaying a story of a nightmare work situation with family and friends, only for all of them to knowingly nod their heads and reel off their own stories involving a toxic boss.
When and how did it become so typical to deal with bad bosses?
It is an employer’s responsibility to ensure managers are trained, supported, and equipped to lead teams in a way that is healthy and empowering for everyone involved – but it seems to be a department that too many workplaces are failing in.
And the cost is significant.
In the words of Gallup themselves, this is their most profound finding ever. In simpler terms, what that means is that managers have incredibly high influence over how engaged a team feels at work – 70% of team engagement can be directly linked to a manager’s actions and behaviour.
It’s a game-changing perspective when you realise how much power is given to managers.
It’s 2024, but somehow, organisations (big and small) seem to struggle significantly with preparing and supporting managers to lead their teams in a healthy and successful way – some experts even suggest the UK is experiencing a leadership crisis.
If ever you needed a more concrete reason to invest more in your managers, it is this. Bad management affects businesses bottom lines – in the tens of billions.
This incredible loss builds up through staff turnover, absenteeism, poor engagement, lower productivity and more.
In May 2023, the CIPD conducted an extensive report that found a direct link between poor managers and a negative affect on employee mental health, job satisfaction and performance at work.
The results showed that the lowest scoring managers contributed to:
While the report showed the shocking reality of how bad managers can very negatively affect employees’ experience, it also showed that on the other side of the coin – managers who treat people fairly and provide effective feedback and support, will have positive impact on their teams.
It is our belief at Stribe that employee voice is the greatest tool when it comes to positively moving a workplace forward – and that applies to supporting and training managers, too.
Employee feedback and surveys might seem like an unlikely tool to help your managers become better leaders.
But through leadership effectiveness surveys and other channels of feedback, workplaces gain insights into the thoughts, feelings, and experiences of their employees, allowing them to make informed decisions and strengthen manager and team relationships.
If you’d like to learn more about how Stribe can help, we’d love to chat.
How your leadership team feel about employee engagement is directly linked to engagement levels. 6 steps to creating a winning proposal.
Read MoreTestimonials from real leaders and real teams. Read about how our employee engagement tools have made positive changes within organisations.
Read MoreIt may be confronting for your managers to be the subject of a leadership survey, but you have to keep in mind that feedback goes both ways.
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