Considering it’s a known fact that people stay in companies because of people, and people leave companies because of people, it’s surprising why more companies don’t look towards management when staff turnover is high. The report in the Wall Street Journal is indicative of this very fact. More businesses should be brave enough to ‘rate their management’ bi annually and not just from their superiors, from their staff too.
U.S. workforce management software provider Kronos asked its 5,300 employees to rate their managers on more than a dozen metrics and found that supervisors’ scores were a strong indicator of how likely their direct reports were to leave or remain at the company.
Analysis of the data also found that workers’ desire to stay at the business grew as poorly-scoring managers improved their performance through team discussions and individual coaching.
Nearly half of managers in the bottom quartile the first time around considerably improved their score in subsequent ratings; those that remained in the bottom 25% received coaching. Staff at the company are asked to rate their bosses twice a year.