{"id":100790,"date":"2023-10-19T13:43:44","date_gmt":"2023-10-19T20:43:44","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=100790"},"modified":"2023-12-17T15:48:25","modified_gmt":"2023-12-17T23:48:25","slug":"stacia-garr-enable-managers-to-put-time-and-energy-into-employees","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/stacia-garr-enable-managers-to-put-time-and-energy-into-employees\/","title":{"rendered":"Stacia Garr, Live From HR Tech: A New Roadmap for Manager Success"},"content":{"rendered":"\n

Among the top priorities for HR leaders today is helping managers be more effective at leading teams and helping direct reports succeed. That\u2019s why we invited Stacia Garr<\/a>, principal analyst and co-founder at HR industry research firm RedThread Research<\/a>, to share her team’s latest insights into manager effectiveness \u2014 and how you can better enable managers to achieve peak performance.<\/p>\n\n\n\n

Manager effectiveness has always been important, Garr said, but it\u2019s become more urgent of late. Market volatility has prompted companies to \u200cdemand greater individual productivity and efficiency. This puts more pressure on managers to help their teams react to uncertainty while increasing output. At the same time, managers are grappling with hybrid work and helping employees adapt to artificial intelligence<\/a>.<\/p>\n\n\n\n

Despite all the increased pressure on managers, most organizations aren\u2019t providing the resources they need to help their teams through challenging times. Investment in advice and coaching for managers has actually decreased since last year, Garr said. And without that organizational support, manager effectiveness has declined from 54% in 2020 to 25% in 2023<\/a>.<\/p>\n\n\n\n

Garr’s research reveals actions you can take to help managers take their teams to the next level. Here are highlights from Garr\u2019s session at the 2023 HR Tech Conference, along with three steps HR leaders can take to support managers in your organization.<\/p>\n\n\n\n

“No matter how fair an individual manager is, if the process that\u2019s set up doesn’t actually help them, doesn’t actually enable them to give fair and thoughtful feedback, then it doesn’t matter. You’re going to end up in a situation where managers are going to be seen to be ineffective.\u201d<\/em><\/strong><\/p>Stacia garr, redThread research<\/em><\/cite><\/blockquote><\/figure>\n\n\n\n

Restore organizational community<\/h2>\n\n\n\n

Your organization\u2019s sense of community helps employees understand how their work intersects with their colleagues\u2019 work. But during the rapid shift to remote in 2020, employees\u2019 work communities shrank. Many relied solely on their manager to connect them to the larger organization. <\/p>\n\n\n\n

\u201cNow, as we think about when we return to office and more of a hybrid way of working, we need to broaden those connections,\u201d Garr said. \u201cWe need to make sure that it’s not just through the manager, but instead to the broader team, to other folks in the organization, and reactivate those social networks.\u201d <\/p>\n\n\n\n

Creating moments of connection across the organization empowers employees to see the impact of their work on broader organizational goals. Those moments also instill a greater sense of purpose and empower employees to ask better questions of their managers so they can receive targeted coaching.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Create a road map for success<\/h2>\n\n\n\n

Companywide HR programs need to support managers \u2014 not undermine them. <\/p>\n\n\n\n

Garr\u2019s research and Betterworks\u2019 2023 State of Performance Enablement report<\/a> found that employees crave fairness in performance conversations. But \u201cno matter how fair an individual manager is, if the process that\u2019s set up doesn’t actually help them, doesn’t actually enable them to give fair and thoughtful feedback, then it doesn’t matter,\u201d Garr said. \u201cYou’re going to end up in a situation where managers are going to be seen to be ineffective.\u201d<\/p>\n\n\n\n

Make sure employees understand the criteria by which their performance is assessed. The goal is for managers to link specific actions and outcomes to role-based performance expectations. This clarity enables fair, effective, and action-oriented conversations with employees.<\/p>\n\n\n\n

Another way to support managers at the HR program level is by identifying and outlining the changing skills needed to succeed in today\u2019 s workplace \u2014 and tomorrow\u2019s. When equipped with the right information, managers become better coaches who can help team members grow and develop.<\/p>\n\n\n\n

<\/p>\n\n\n\n

Enable employees to course-correct<\/h2>\n\n\n\n

Traditional performance management looks backward at performance rather than helping employees recognize and address problems in the flow of work. To drive manager effectiveness, Garr said, we need to empower managers to proactively check in with team members \u2014 and provide them with live performance data.<\/p>\n\n\n\n

Better HR technology<\/a> can help by tracking relevant data points from managers, teammates, and the organization at large. By aligning that data with performance outcomes, you can reveal insights into team performance. \u201cThere’s a huge opportunity to leverage the community \u2014 to leverage more than just the manager \u2014 to bring insights to employees,\u201d Garr said.<\/p>\n\n\n\n

The best way to address manager effectiveness, Garr said, is by considering how you might operate without<\/em> managers. \u201cIf we had to build a system where there is no manager in the middle,\u201d she said, \u201cwhat might we do?\u201d Instead of overloading managers with more tasks, think about how you can use HR programs and systems to free up managers so they can connect people across the business. <\/p>\n\n\n\n

With broader organizational support, Garr said, you help managers put their time and energy into their employees who report to them.<\/p>\n\n\n\n

Want to learn more about improving manager effectiveness? Watch the full session on demand<\/a>.<\/p>\n\n\n

\n

Help managers succeed<\/p><\/div>\n

Get your guide<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"

Stacia Garr of RedThread Research shares three steps to improving manager effectiveness by supporting managers in your organization.<\/p>\n","protected":false},"author":111,"featured_media":100793,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3520],"tags":[],"featured_location":[],"industry":[],"class_list":["post-100790","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-enablement"],"acf":[],"yoast_head":"\n3 Steps to Improving Manager Effectiveness with Stacia Garr - Betterworks<\/title>\n<meta name=\"description\" content=\"Stacia Garr of RedThread Research shares three steps to improving manager effectiveness by supporting managers in your organization.\" \/>\n<meta name=\"robots\" content=\"index, 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