Yes, Managers Matter – Are Yours Ready For This Year’s Challenges?

123RF Stock Photo

The turning of the new year is a prime opportunity to reset expectations and goals for employees, realigning everyone behind your strategic objectives. Are your managers ready for this challenge?

Late last month, Matt Monge wrote about the importance of getting your leaders behind your important initiatives, saying:

We can talk all we want about having an engaged workplace (or being more efficient, or having better training, or whatever), and we can even really want an engaged workplace (or those other things); but until we—meaning you, me, and every other manager or leader—start doing things as individual leaders to create that environment with our teams, it’s not going to happen across the organization.”

Employees leave because of bad managers

Indeed, every leader in your organization (whether they bear the title of “manager” or not) must be behind your efforts to create a culture and mission with which employees want to engage.

Why? Results of a survey conducted by MSW Research and Dale Carnegie Training and cited in Forbes showed:

The attitude and actions of the immediate supervisor can enhance employee engagement or can create an atmosphere where an employee becomes disengaged.  In addition, employees said that believing in the ability of senior leadership to take their input, lead the company in the right direction and openly communicate the state of the organization is key in driving engagement.”

Managers matter. Check out this list of top 10 reasons your top talent will leave. Notice each starts with “You failed…”– meaning you as the manager failed to unleash everything they had to offer.

Article Continues Below

Yes, employees can and do choose to leave for personal reasons unrelated to work, but most often, managers are the primary factor in employee decisions to stay or leave. (For the upside perspective, read these tips for hanging onto your best and brightest talent.)

Are your managers on board with your major initiatives?

You can find more from Derek Irvine on his Recognize This! blog.

Derek Irvine is one of the world’s foremost experts on employee recognition and engagement, helping business leaders set a higher vision and ambition for their company culture. As the Vice President of Client Strategy and Consulting at Globoforce, Derek helps clients — including some of world’s most admired companies such as Proctor and Gamble, Intuit, KPMG, and Thomson Reuters — leverage recognition strategies and best practices to better manage company culture, elevate employee engagement, increase retention, and improve the bottom line. He's also a renowned speaker and co-author of Winning with a Culture of Recognition. Contact him at


Leave a Comment

Your email address will not be published. Required fields are marked *