Seven in 10 organizations have already made significant changes to their performance management approach, with most focused on increasing manager involvement. However, there’s a problem with “Always-On” managers — they actually degrade employee performance by up to 8%. Employees can become disengaged by frequent feedback, find manager direction irrelevant, and manager skill gaps can lead to inaccurate and misleading development.
Connector Manager
Why some leaders build exceptional talent — and others don’t
Always-On managers decrease employee performance
Create high-performing employees with Connector managers
Connector managers triple the likelihood that their direct reports are high performers, and also drive employee engagement by up to 40%. Gartner can help you build Connector managers who personalize employee development for employee resonance, power the team for peer development and partner for best-fit connections.
Insights you can use
Gartner’s insights based on a survey of 7,300 employees and managers across a variety of industries and interviews of more than 100 HR executives can provide you the action steps HR needs to take to improve manager development and drive employee performance.
Develop managers to personalize employee development
Only 32% of employees believe their managers tailor coaching and development to their actual development needs. Gartner can help you evaluate your manager development strategy to assess gaps and understand how to build Connector managers.
Power the team for peer development
Only 25% of managers leverage their direct reports to develop others across the team. Gartner can help you teach managers how to build an environment to foster peer-to-peer learning.
Enable managers to partner for best-fit connections
Although most organizations are investing to improve employees’ opportunities to connect for development, only 32% of employees rate these development connections as high quality. Gartner can help you identify, prepare for and sustain high-quality development connections for employees.
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What do the best managers do that others don’t?
Connector managers are defined by their ability to personalize employee development for employee resonance, power the team for peer development and partner for best-fit connections. This triples the likelihood that their direct reports are high performers, and also drives employee engagement by up to 40%.
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