A growing body of research, including our own, has conclusively demonstrated that today’s managers find themselves squeezed between the strategic demands of senior leadership and the day-to-day needs of their teams. Perceptyx’s Center for Workforce Transformation special report, How to Build a Better Boss: What Leaders (and Their Teams) Need Now to Thrive, sheds new light on this pressure-cooker environment and reveals some surprising shifts in manager effectiveness and well-being.
The Pressure on Managers
The constant pressure to deliver results, coupled with the need to adapt to rapid changes, creates a volatile environment for managers at all levels. When stress is predictable and manageable, managers can rise to the occasion, displaying resilience and maintaining their performance. However, unpredictability — characterized by inconsistent demands and frequent changes — can overwhelm even the most seasoned leaders. This inconsistency erodes managers’ ability to cope, leading to burnout, decreased productivity, and higher turnover rates.
Effective Managers Need Effective Managers
To address these challenges, organizations must recognize that managers require the same level of leader support and guidance that they’re expected to provide to their teams. Effective support from a manager’s own leader is crucial to enabling them to translate organizational goals into actionable plans, manage change effectively, and develop their teams. Without this support, managers may struggle to maintain engagement and performance, ultimately impacting the entire organization.
Inspiration and Vision Clarity
One of the primary responsibilities of managers is translating the organization’s vision and purpose into meaningful work for their employees. When managers clearly understand and are inspired by the organizational vision, they are better equipped to convey its relevance to their teams. This connection is vital; employees need to see how their roles contribute to the bigger picture to stay motivated and engaged.
Our research revealed that managers who are clear on the vision set by senior leaders are 3.3x more likely to be fully engaged themselves. This engagement increases to 7.3x when managers feel that the vision fosters a sense of belonging and identity within the organization. Engaged managers are more effective advocates for the vision, ensuring that their teams understand and align with organizational goals.
To achieve this, organizations must invest in leadership development solutions, such as Perceptyx’s Grow, that can identify blind spots, assist managers in building positive habits, and offer personalized development guidance.
Change Management and Predictability
Change is an inevitable part of any organization’s lifecycle, whether it’s a strategic merger or a routine software update. Managers play a critical role in shepherding their teams through these transitions. Effective change management requires managers to anticipate the impact of changes on their teams and implement strategies that minimize disruption.
Our research shows that managers who perceive their organizations as failing to manage change effectively are 4.5x more likely to report increased challenges and pressures. On the other hand, organizations that excel in planning and executing change allow managers to maintain autonomy and manage their time effectively. For instance, 55% of managers reported being able to spend their last workday as intended, a number that rises to 75% among those with excellent managerial support. This autonomy not only boosts productivity but also enhances workplace engagement and overall well-being.
To support managers in navigating change, organizations should provide clear communication, adequate training, and resources that help managers anticipate and address the challenges their teams may face during transitions. Predictable, well-managed change reduces stress and empowers managers to lead their teams more effectively.
Development: Managers Need Growth Paths, Too
Managers are responsible for the growth and development of their team members, but they themselves need clear opportunities for development. Continuous development ensures that managers remain effective, engaged, and capable of handling the evolving demands of their roles.
Perceptyx research indicates that managers who receive coaching are 1.3x more likely to be fully engaged in their jobs, manage their stress levels effectively, and handle their workloads efficiently. Additionally, 70% of people managers currently receive some form of coaching, and 55% express a desire for more coaching opportunities. The demand increases to 60% when considering digital coaching solutions powered by artificial intelligence, which can integrate seamlessly into managers’ workflows without requiring dedicated time away from their duties.
Organizations can support managerial development by offering a mix of in-person and AI-assisted options, tailored to meet the diverse needs of managers at different levels. By investing in the development of their managers, organizations not only enhance leadership capabilities but also improve overall team performance and employee satisfaction.
Tailor Support for Different Management Levels
Managers at various levels of an organization face distinct challenges. Front-line leaders, who oversee individual contributors, may require different support compared to mid-level leaders who manage other managers. Understanding these unique needs is essential for providing effective support across the organization.
For example, front-line leaders might benefit more from training in direct team oversight and conflict resolution, while mid-level leaders may need support in strategic planning and cross-departmental coordination. By tailoring support initiatives to address the specific needs and skills of managers at different levels, organizations ensure that all leaders receive the resources and guidance necessary to excel.
Feedback: One of the Keys to Effective Management
Regular, structured feedback helps managers understand how they are perceived by their teams and identify areas for improvement. Employee listening methodologies, such as employee engagement surveys, lifecycle surveys, and 360-degree feedback, provide valuable insights into managerial effectiveness.
According to Perceptyx’s research, about 80% of managers are aware of at least one listening event within their organizations in the past year. However, only 70% received the results, and a mere 20% met with their managers to discuss action plans based on the feedback. Despite these gaps, nearly 70% of managers have made changes as a result of employee feedback. This indicates a willingness to improve, but also highlights the need for more structured support to ensure that feedback leads to meaningful changes.
Organizations can enhance the effectiveness of feedback by ensuring that managers not only receive feedback but also have access to coaching that helps them interpret and act on it. By integrating feedback into regular development discussions, organizations can create a culture of continuous improvement and accountability.
Overcoming Barriers to Effective Action
While feedback is a powerful tool for managerial development, several barriers can impede effective action. Managers may struggle with time constraints, lack of resources, or uncertainty about how to implement changes based on feedback. Addressing these barriers is essential for ensuring that feedback translates into tangible improvements.
Our research identified several common barriers to effective action based on feedback:
- Time Constraints: Managers often cite lack of time as a major obstacle to implementing changes.
- Resource Limitations: Without adequate resources, managers may find it challenging to make necessary adjustments.
- Unclear Action Plans: Vague or undefined action plans can leave managers unsure of how to proceed.
- Lack of Support: Managers need ongoing support from senior leadership to sustain improvements.
To overcome these barriers, organizations should provide managers with dedicated time and resources for development activities, clear and actionable feedback, and continuous support from leadership. By systematically addressing these obstacles, organizations can empower managers to act on feedback effectively, enhancing their performance and the performance of their teams.
The Impact of Support on Organizational Performance
Supporting managers doesn’t just benefit the individuals in these roles; it has a ripple effect throughout the organization. Managers who are well-supported are better equipped to lead their teams, fostering a positive work environment that drives engagement, productivity, and retention.
Our data shows that managers who feel supported by their organizations are more likely to spend their workdays as intended, free from unplanned emergencies. This ability to manage their time effectively leads to higher productivity, elevated workplace engagement, and improved well-being among employees. Moreover, supportive managerial environments contribute to lower turnover rates and higher employee satisfaction, which are critical indicators of organizational health.
Building a Supportive Leadership Ecosystem
Creating a supportive environment for managers requires a holistic approach. Organizations should focus on building a leadership ecosystem that includes:
- Clear Communication: Ensuring that managers understand the organizational vision and their role in achieving it.
- Continuous Growth Opportunities: Providing ongoing training and development opportunities tailored to different management levels.
- Robust Feedback Mechanisms: Implementing regular and structured feedback processes that inform managerial development.
- Accessible Coaching: Offering both in-person and digital coaching options to support managers in their growth.
- Resource Allocation: Allocating sufficient resources to enable managers to implement changes and manage their teams effectively.
By investing in these areas, organizations can create a robust support system that empowers managers to lead with confidence and effectiveness.
The Role of Technology in Managerial Support
When deployed at scale, technology can play a pivotal role in supporting managers. Digital coaching platforms, for example, provide managers with on-demand access to coaching resources, allowing them to receive guidance without disrupting their workflow. Artificial intelligence can personalize coaching recommendations based on individual needs, making support more targeted and effective.
Moreover, technology facilitates better feedback collection and analysis, enabling managers to quickly identify areas for improvement and track their progress over time. Perceptyx’s People Insights Platform integrates multiple listening methodologies, providing comprehensive data that informs managerial development strategies.
For organizations to grow and become even more successful, effective managerial support must increase in tandem. The future of managerial support lies in creating adaptable, data-driven systems that respond to the changing needs of leaders and their teams. By embracing continuous learning, leveraging technology, and fostering a culture of feedback and development, organizations can ensure that their managers remain resilient, engaged, and effective.
Perceptyx Can Help You Grow More Effective Leaders
Supporting managers is not just a strategic imperative; it’s a pathway to sustained organizational success. At Perceptyx, we specialize in helping organizations assess and develop crucial management behaviors that drive performance and enhance the employee experience.
To learn more about how you can support your managers and elevate your organization’s performance, schedule a meeting with a member of our team at Perceptyx.
“Perceptyx is the only employee listening, people analytics, and leadership coaching platform that lets you design and execute an Employee Experience strategy as unique as you are. Select the listening type, channel, and cadence that’s right for you, then let us help you turn data into insights and your managers into leaders.”
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