World’s Greatest Managers do Differently [1999, Simon & Schuster], by Marcus Buckingham & Curt Coffman from the Gallup Organization. The authors conducted an in-depth research study involving +80K managers across NA in various industries, trying to determine how the best managers find, keep and nurture the best talent? They also wanted to formulate a measure for employee satisfaction/engagement – and they began with this question:
“Wouldn’t it be great, if at work at least, we didn’t have to confront our insecurities on a daily basis?”
To answer the question of how to measure the ROI of human capital, the authors set out to discover how great managers attract, focus, engage and win the loyalty of talented employees. Obviously, great managers who excel are able to turn the innate talent of each employee into their best performance via willingness to know their team, and thus individualize work scope to maximum benefit. The best managers show authentic interest in who their people are, because they know that people fundamentally want to be understood. Each and every person is unique. The challenge is finding ways to utilize that uniqueness to its best advantage within your organization.
To begin with, the best managers always aim to hire the best talent they can find, and then they let go and trust them to do the job required. A simple formula to remember: Talent + Trust = Culture of Excellence!
Great managers know engagement ROI is vital, and the Gallup study showed that those companies that reflected positive responses to the 12 Questions profited more, were more productive as business units, retained more employees per year, and satisfied more customers. Note: If a company is bleeding people, its bleeding value.
Without satisfying an employee’s basic needs first, an astute manager can never expect the employee to give stellar performance nor excellence.
Encourage employees to take responsibility for their work, then reward achievements according to outcomes reached and supposed – which thrills your talent, and scares ROAD (Retire On Active Duty) warriors.
The best managers don’t try to “script culture” – but they do spend more time with their best people, nurturing talent via constant feedback and recognition;
Managers must keep their promises if they are to nurture and retain trust;
In the final analysis: People tend to leave their immediate managers – not necessarily the organizations they work for.
The authors have pulled together a variety of valid research relating to managerial science that might be a +dozen years old, but likely remains relevant today. Most assuredly, their insights and theories remain convincing:
We at Kudos remain indebted to their considered thought process and review of what it takes to become the best manager possible, recruiting the best team, then focusing them to remain engaged with the organizational mission, while aiming for excellence on a daily basis. This book is truly inspirational, and we highly recommend it!
Kudos® is an employee engagement, culture, and analytics platform, that harnesses the power of peer-to-peer recognition, values reinforcement, and open communication to help organizations boost employee engagement, reduce turnover, improve culture, and drive productivity and performance. Kudos® uses unique proprietary methodologies to deliver essential people analytics on culture, performance, equity, and inclusion, providing organizations with deep insights and a clear understanding of their workforce.Talk to Sales
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