They say “people leave managers, not companies,” and there’s plenty of data to validate this.
Managers have consistently been shown to have the highest impact (both positive and negative) on employee retention, engagement, performance, and even customer satisfaction.
But what precisely do modern managers struggle with? What are they good at? And how can you help the managers at your company get better?
Over the last year, we’ve asked 1,000s of employees at fast-growing tech companies to rate their managers using Google’s Upward Feedback Survey methodology.
(You can read more about this framework in our Clear & Complete Guide to Leadership Development.)
Here are top three things we discovered that might surprise you.Continue reading
Leadership Development is a complex topic. The number of solutions out there is ever-increasing, and so is the number of criteria to consider.
But once you arrive at two or three options, this article can help you evaluate your shortlist and make the right call for your organization.
The questions below are the ones dozens of People Ops leaders have found helpful when going through a selection process like that.Continue reading
One of the biggest challenges with Leadership Development is getting and sustaining a high level of engagement and participation from the managers you’re developing.
Even the most self-motivated, driven people often require systems in place to carve out time in their busy schedules and dedicate it to their professional growth.
This is the challenge Marie Szuts — VP of People and Culture at Inkling, a fast-growing high-tech company located in San Francisco — was trying to solve when she first considered hosting in-person manager roundtables.Continue reading
Great managers make companies.Bad managers break them.
But does anyone really need convincing?Continue reading
Leadership Development has been a hot topic of discussion among many growing companies in the past year.
With the numerous concerning “incidents” at all sorts of prominent companies, the idea of throwing managers into the deep end and seeing what happens just doesn’t appeal to anyone anymore.
Moreover, the changing workplace demographics and the shifting culture around leadership and management in general are driving the need for HR and L&D professionals to revisit and level up their programs and initiatives in this area.
To help you figure out how to do just that, we asked 13 People Ops leaders (from SurveyMonkey, Headspace, Evernote, SAP, and others) to share their advice and best practices on what works in Leadership Development today.Continue reading
As 2017 comes to a close, we’re excited to take a look back at this year in Leadership Development content.
In this collection, you’ll find helpful articles, essays, and podcast episodes that will help you craft your own Leadership Development initiatives in the new year, or at the very least perhaps think about this subject in a new and different light.Continue reading
Imagine you poured your heart and soul into a project only to discover that it’s a total flop. It doesn’t work. Your boss hates it. Feedback is abysmal.
Fortunately, you have time to fix it, but it’s going to be tight, and it’s going to be tough.
How are you feeling? Most people might feel defeated, lost, upset, angry, or embarrassed. But some would find, emerging from that smorgasbord of negative emotions, a gentle simmer of excitement, of challenge, and of potential.Continue reading
A lot of pro-active leaders work with executive coaches, but a new breed of company—which includes Zappos and Shopify—is extending the benefits of coaching beyond the C-suite.
This sort of leadership development initiative shows an admirable investment in people and culture, and appears to paying off in spades.Continue reading