{"id":674,"date":"2015-04-14T06:35:04","date_gmt":"2015-04-14T13:35:04","guid":{"rendered":"http:\/\/re-tales.net\/?p=674"},"modified":"2015-04-14T06:35:04","modified_gmt":"2015-04-14T13:35:04","slug":"has-your-manager-checked-out","status":"publish","type":"post","link":"http:\/\/re-tales.net\/?p=674","title":{"rendered":"Has Your Manager Checked Out?"},"content":{"rendered":"
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\u00a0\"\"<\/span><\/em><\/h5>\n
This article is from Forbes and talks about the lack of engagement in managers. \u00a0It applies to retail too, my comments are in red. \u00a0There are those who can manage inventory, and those who can manage PEOPLE. \u00a0Needless to say, the latter are more successful.<\/span><\/em><\/h5>\n

New Study Shows 51% Of Managers Have ‘Checked Out,’ Care Little About Their\u00a0Jobs<\/h1>\n<\/hgroup>\n
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If large number of managers are disengaged and giving less than 100 percent to their jobs, how can they expect their employees to be highly engaged and productive?<\/strong><\/p>\n

It\u2019s a fair question, and one of numerous troubling issues posed by the new Gallup study, State of the American Manager: Analytics and Advice for Leaders<\/a>.\u00a0 For the study, Gallup surveyed over 2,500 managers.\u00a0 Here\u2019s a high-level overview of their findings.<\/strong><\/p>\n

\u201cDay in and day out, managers are tasked with engaging employees, but 51% of managers have essentially \u2018checked out,\u2019 meaning they care little, if at all, about their job and company,\u201d the Gallup report states. \u201cAnd that attitude has dire consequences. A manager\u2019s engagement \u2014 or lack thereof \u2014 affects his or her employees\u2019 engagement, creating what Gallup calls the \u2018cascade effect.\u2019 <\/span><\/strong><\/p>\n

\u00a0 And in retail especially, the employees’ lack of engagement impacts their customer service, which of course directly impacts sales.<\/strong><\/span><\/p>\n

Essentially, employees\u2019 engagement is directly influenced by their managers\u2019 engagement \u2014 whose engagement is directly influenced by their<\/em> managers\u2019 engagement.\u201d<\/strong><\/p>\n

In short, as would be expected, a bad managerial attitude has a multiplier effect: It cascades down, harming those below.<\/strong><\/p>\n

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On the positive side, April has been an excellent month for meaningful studies probing the management<\/a> mindset.\u00a0 On the negative side, the results aren\u2019t encouraging.<\/strong><\/p>\n

Last week new research<\/a> from Root<\/a> examined overall levels of support given to managers and found them significantly lacking.\u00a0 And Gallup<\/a> has provided this extensive survey; let\u2019s review key conclusions from the Gallup research.<\/strong><\/p>\n

– Only 35% of U.S. managers were found to be engaged, with 51% not engaged and 14% actively disengaged.<\/strong><\/span><\/p>\n

\u00a0The “actively disengaged” group are all looking for another job and should be identified and moved out as quickly as possible.<\/strong><\/span><\/p>\n

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– Gallup estimates that the \u201cnot engaged\u201d group costs the U.S. over $77 billion annually through their negative impact on those they manage.\u00a0 When the impact of the \u201cactively disengaged\u201d group is factored in, Gallup estimates the cost of managerial disengagement exceeds $319 billion.\u00a0 Even if these figures are imprecise, they give a general sense of the problem\u2019s magnitude.<\/strong><\/div>\n
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– One in two employees have left their jobs \u201cto get away from their manager\u201d at some point in their career.\u00a0 (As the old saying goes,\u00a0People leave managers, not companies<\/em>.)<\/strong><\/span><\/p>\n

This is the truest statement of all. \u00a0 I’ve always said that it’s not the name on the side of the building, it’s the people that you work for in it. \u00a0You can have a bad manager at a great company and the employees will say the company sucks, or a great manager at a bad company that does their best to make the job tolerable.<\/strong><\/span><\/p>\n

– A majority of managers are \u201cmiscast\u201d in the role.\u00a0 According to Gallup estimates \u2013 based on a Gallup model of the optimal skill set for management \u2013 only 18% of current managers have the right talent mix, while 82% do not.<\/strong><\/p>\n

\u00a0 What I have seen a lot of in retail is people promoted to managers because they were great clerks. \u00a0Just because you are great at merchandising or being productive doesn’t mean you’ll be good at managing people. \u00a0People are not products.\u00a0<\/strong><\/span><\/p>\n

Net-net, not a nice picture.\u00a0 Against this rather downbeat backdrop, what can be done to reverse such problematic trends?\u00a0 (Unfortunately, as the Root study<\/a> mentioned earlier shows, not a lot of support appears to be readily forthcoming.)\u00a0 The Gallup research offers several suggestions for companies to help improve the situation.<\/strong><\/p>\n

– Clearly and consistently communicate where the organization has been and where it\u2019s going<\/em> \u2013 No downside, this always makes good business sense: The more managers at all levels see \u201cthe big picture,\u201d the more effectively they can lead.<\/strong><\/p>\n

– Make learning and development a priority<\/em> \u2013 Multiple studies<\/a> show high-potential talent highly values career development opportunities.\u00a0<\/strong><\/p>\n

Emphasize managers\u2019 strengths<\/em> \u2013 The more managers are placed in roles well-suited to their innate abilities, the more successful they\u2019ll likely be.<\/strong><\/p>\n

All of these recommendations are positive steps, but the road remains a long one. In the end, management malaise is a serious, contagious ailment.\u00a0 If management is not going to be highly motivated, then who is?<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":"

\u00a0 This article is from Forbes and talks about the lack of engagement in managers. \u00a0It applies to retail too, my comments are in red. \u00a0There are those who can manage inventory, and those who can manage PEOPLE. \u00a0Needless to say, the latter are more successful. New Study Shows 51% Of Managers Have ‘Checked Out,’ Read More…<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10],"tags":[],"class_list":["post-674","post","type-post","status-publish","format-standard","hentry","category-managers-and-bosses"],"post_mailing_queue_ids":[],"_links":{"self":[{"href":"http:\/\/re-tales.net\/index.php?rest_route=\/wp\/v2\/posts\/674","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/re-tales.net\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/re-tales.net\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/re-tales.net\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/re-tales.net\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=674"}],"version-history":[{"count":1,"href":"http:\/\/re-tales.net\/index.php?rest_route=\/wp\/v2\/posts\/674\/revisions"}],"predecessor-version":[{"id":675,"href":"http:\/\/re-tales.net\/index.php?rest_route=\/wp\/v2\/posts\/674\/revisions\/675"}],"wp:attachment":[{"href":"http:\/\/re-tales.net\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=674"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/re-tales.net\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=674"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/re-tales.net\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=674"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}