People Insights Model: Manager Relationship

Overview

Manager relationship measures the extent to which individuals perceive their manager to be effective. Being an effective manager takes many different forms, most of which are captured within the themes of this factor — namely, whether one’s manager supports their skill and career development, whether their manager keeps commitments, whether they are comfortable discussing concerns with their manager, and whether their manager gives them regular feedback on their performance. 

Perceptyx Research and Insights

• Manager Effectiveness Guidebook (2024):

  • Employees with highly effective managers are 4.3x more likely to report that their team is effective and 3.6x more likely to state that their team cooperates well with others in the organization.

• Only 1 in 5 employees with poorly rated managers are fully engaged in their jobs, and 85% have actively participated in job-seeking behaviors in the past month.

• The DNA of Great Managers (Sept 2024):

  • Research shows that five key behaviors set the best managers apart: inspiring others, developing team members, planning effectively, communicating a clear vision, and managing change well.

• Conversely, managers must master five fundamental behaviors to avoid being labeled a "worst manager": demonstrating integrity, communicating effectively, showing expertise, taking decisive action, and maintaining customer focus.

Key Action Planning Considerations
Strong manager relationships are crucial for supporting employee engagement, team performance, and retention. By focusing on listening, providing clear guidance, supporting career growth, and fostering open communication, managers can positively impact important workplace dynamics. The following action planning considerations outline practical strategies to enhance leadership effectiveness and build more engaged, high-performing teams.

• Supporting Employees’ Development: Implement individual development plans (IDPs) for each employee, ensuring you collaborate with them to identify career goals, necessary skills, and training opportunities, with quarterly progress reviews. By aligning development efforts with employees’ career goals and organizational needs, you can impact business outcomes at the individual, team, and organizational levels.

• Being Accountable: Use task management tools or calendars to track and prioritize commitments, ensuring you follow through on promises and communicate proactively if adjustments are needed. By consistently following through on promises, you can bolster trust and reliability perceptions which help strengthen the team’s cohesion and credibility. 

• Communicating Well: Proficiency in active listening skills and empathetic communication techniques are important leadership behaviors which support a safe environment where employees feel respected and confident raising concerns. By fostering open and transparent communication, you can create a culture of trust and alignment, empowering teams to collaborate more effectively. 

• Providing Effective Feedback: Deliver feedback regularly, focusing on specific behaviors or outcomes, and balancing strengths with areas for improvement. By offering constructive and actionable feedback, you can empower employees to grow and perform at their best.