Developing leaders is consistently a top priority for executives and Human Resources, with organizations spending billions annually on leadership development programs. However, there is still a shortage of effective leaders, and many leaders in these development programs struggle to learn critical leadership skills and competencies. Over the past decade, numerous surveys and research studies found that many believe leadership development is broken.
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Are you starting a new management or leadership position? When I first started working as a manager three decades ago, I remember that there were many tasks to perform and little instruction on how to lead, engage and recognize my staff.
Over the years I have gained many insights and created a guide with six tips to maintain positive relationships with my employees as a leader. Below are those things I wish I knew about recognition as a first-time manager:
Few variables have greater influence over employee productivity and retention than the relationship between employees and their immediate supervisor. However, until now, what employees want most from their managers has not been the subject of concentrated and comprehensive scientific analysis.
What Employees Want Most From Their Managers presents an overview of the results and actionable takeaways from a decade-long investigation by Dr. Jack Wiley, Ph.D., Engage2Excel’s chief scientific officer. This research involved more than 100,000 survey participants and represents 26 countries, all major job titles and three generations across all major industries.
In today’s workplace environment where doing more with less is the norm, managers are constantly being pushed to drive better results from their teams. This can prove to be difficult when you have some employees achieving and exceeding goals while others are barely reaching the end zone.
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