Leadership & Management

By examining employee perceptions of leadership, management and how employees experience performance management in their organization, leaders discover opportunities to implement best practices that can positively affect their organizational outcomes.

Explore our latest insights for these three areas:

Leadership | Management | Performance Management

Leadership

Why Employee Perceptions of Leadership Matter Trust, compassion, stability and hope -- these are the four most important traits that followers, including employees, need leaders to exhibit. When leaders meet these needs in the workplace, employees feel more involved in their company, and their engagement and, therefore, their performance and business outcomes improve. For example, employees who strongly agree they trust the leadership of their organization are 4.0 times as likely to be engaged.

Management

Why Employee Perceptions of Management Matter Great managers coach people to succeed. They communicate clearly, support and advocate for employees, and cultivate the type of work environment that breeds innovation and collaboration.

Most employees indicate their manager is not fulfilling these responsibilities. Effective manager development, which trains managers to be a coach, not a boss, provides employees with the type of manager who helps them achieve the best possible outcomes.

Performance Management

Why Exceptional Performance Management Matters Traditional performance management practices, with decades-old, rigid and frustrating review processes, are not only antiquated -- they're ineffective.

Shifting from a mindset of traditional to re-engineered performance management requires managers to think of themselves as coaches, not bosses. And when managers have timely, performance-related conversations that reflect this principle, manager-employee interactions feel encouraging, engaging and rewarding in ways that annual reviews do not.