{"id":86452,"date":"2022-11-29T14:15:57","date_gmt":"2022-11-29T22:15:57","guid":{"rendered":"https:\/\/www.betterworks.com\/?page_id=86452"},"modified":"2024-07-31T02:21:42","modified_gmt":"2024-07-31T09:21:42","slug":"how-to-strengthen-manager-employee-relationships","status":"publish","type":"page","link":"https:\/\/www.betterworks.com\/how-to-strengthen-manager-employee-relationships\/","title":{"rendered":"How to Strengthen Manager-Employee Relationships"},"content":{"rendered":"

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How to Strengthen Manager-Employee Relationships
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How to Strengthen Manager-Employee Relationships
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How to Strengthen Manager-Employee Relationships
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Tapping into the Transformative Power of Conversations
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Tapping into the Transformative Power of Conversations
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Tapping into the Transformative Power of Conversations
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[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/11\/PERR-Conversations-Thumb.png” alt=”eBook graphic – increasing trend chart” title_text=”PERR-Conversations-Thumb” align=”center” _builder_version=”4.16″ _module_preset=”default” width=”65%” width_tablet=”70%” width_phone=”70%” width_last_edited=”on|phone” custom_margin_tablet=”50px||||false|false” custom_margin_phone=”40px||||false|false” custom_margin_last_edited=”on|desktop” border_radii=”on|12px|12px|12px|12px” global_colors_info=”{}” width__hover_enabled=”on|desktop” width__hover=”65%”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” background_color=”#F2F2F2″ background_enable_image=”off” module_alignment=”left” custom_margin=”0px||||false|false” custom_padding=”15px||90px||false|false” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”3_5,2_5″ _builder_version=”4.16″ _module_preset=”default” custom_margin=”15px||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”5px||5px||true|false” global_colors_info=”{}”][et_pb_column type=”3_5″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text ul_item_indent=”50px” content_tablet=”<\/p>\n

How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive?<\/strong><\/p>\n

We surveyed thousands of employees and managers across the US and UK to create a comprehensive picture of how employees are thinking about their experience of work, their plans to stay or go, and how their employers are supporting their growth and success.<\/p>\n

Key findings include:<\/p>\n

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  • Companies can do more to control voluntary churn<\/li>\n
  • Counteroffers can be used more effectively to retain top talent<\/li>\n
  • Employees feel trapped by rigid, out-of-date goals<\/li>\n
  • To be effective, feedback and check-ins must include a connection to both goals and employee growth plans<\/li>\n
  • Dedicated software tools are more effective \u2014 but having underperforming tools can be worse than having no tools at all<\/li>\n<\/ul>\n

    Overall, we found when companies provide a model of performance management inclusive of regular check-ins, continuous feedback, and agile goal setting, they are best positioned to support employees in the ways that matter most to them. Download the report to learn more about how you can enable great performance.<\/p>\n

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      How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive?<\/strong><\/h3>\n<\/p>\n

      We surveyed thousands of employees and managers across the US and UK to create a comprehensive picture of how employees are thinking about their experience of work, their plans to stay or go, and how their employers are supporting their growth and success.<\/p>\n

      Key findings include:<\/p>\n

        \n
      • Companies can do more to control voluntary churn<\/li>\n
      • Counteroffers can be used more effectively to retain top talent<\/li>\n
      • Employees feel trapped by rigid, out-of-date goals<\/li>\n
      • To be effective, feedback and check-ins must include a connection to both goals and employee growth plans<\/li>\n
      • Dedicated software tools are more effective \u2014 but having underperforming tools can be worse than having no tools at all<\/li>\n<\/ul>\n

        Overall, we found when companies provide a model of performance management inclusive of regular check-ins, continuous feedback, and agile goal setting, they are best positioned to support employees in the ways that matter most to them. Download the report to learn more about how you can enable great performance.<\/p>\n

          <\/ul>\n

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          Managers are pivotal to employee engagement and organizational success. Yet, they are often under tremendous stress and lack the tools and support needed to become great managers.\u00a0<\/span><\/p>\n

          At the same time, employees are hungry for more frequent conversations with their managers according to findings from our 2022 State of Performance Enablement research. But 40% say check-ins with their managers aren\u2019t totally working for them.<\/span><\/p>\n

          Download this ebook to learn:<\/span><\/p>\n

            \n
          • The types of conversations employees want more of and how managers can make conversation more meaningful<\/span><\/li>\n
          • What tools managers say they want in order to be better managers<\/span><\/li>\n
          • 10 steps managers can follow to improve conversations with their employees<\/span><\/li>\n<\/ul>\n
              <\/ul>\n

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              Download the Research Report<\/h3>\n

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              Download the Research Report<\/strong><\/p>\n

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              Download the eBook<\/h3>\n

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