Mismanagement of remote work is taking its toll

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Daniel Mason, VP EMEA – Visier

May 13, 2022





Just over two in five UK employees (43%) left their job because of a bad manager and more than half of those actively looking for a new job (53%) are looking to change roles because of their current manager, according to a new study. from the people analysis company, Visier.

As employers struggle to fill vacancies and retain key talent in the face of the big resignation, the impact of good management on staff retention is laid bare. The study of 2,100 UK employees found that 85% of them think having a good manager is important for their happiness at work, while almost four in ten (38%) say they have had a job more longer than expected due to a good relationship with a manager.

The evolution of the employee-manager relationship
Although a clear majority of employees agree that flexible working is a good thing for both workers (74%) and companies (69%), it is recognized that some aspects of remote working during the pandemic have had a detrimental effect on the relationship with their managers. . Employees cite a lack of face-to-face meetings (51%), an increase in working from home (44%) and an overreliance on email (44%) as major contributors to this.

The data suggests leaders struggled to develop strong relationships with staff, with less than half of workers (48%) feeling comfortable enough to talk to their manager about their personal lives.

The old cliché – people don’t quit their jobs, they quit their managers – rings true, and the pandemic has made it harder for leaders to develop personal relationships with employees,” mentioned Daniel Mason, Vice President EMEA of Visier. “It’s not about leaders becoming bad managers overnight, but rather about making tough decisions with less information at their disposal.”

“The shift to remote and hybrid working has deprived managers of the opportunity to observe and meet team members. Face-to-face interactions and other natural moments to develop a relationship are fewer, managers must therefore seek to enrich their toolbox with data and insights to better understand and anticipate employee needs.

The good manager
The study also asked employees to identify the most important traits of a good manager, with treating people well, listening to workers and showing respect to all staff being the most popular answers, each chosen by 47% of respondents. When asked about the attributes of a bad manager, refusing to listen was the top answer for 49% of respondents, while being unapproachable (47%), treating other staff differently (43%) and yelling after the team (42%) were among the other red flags cited by employees.

When asked about happiness at work, enjoying their work (45%), a good salary (39%) and good colleagues (35%) were identified as the most important factors. Additionally, 62% thought they currently had a good manager, while only 45% thought they could do the job better themselves. When this group was asked how they could improve, 53% said they understood the concerns of other employees, 46% would treat all staff with the same respect, and 36% would make an effort to get to know people better. that they lead.

“Companies have spent decades using data and other innovations to improve customer relationships and increase revenue,” added mason. “Many organizations have yet to leverage these methods to better understand their most important asset: employees.

Every organization already has a wealth of data on scattered people. Modern tools and analytics can find and organize this data to generate insights about people to help you better understand and manage talent. When this information is combined with other types of data from across the organization, the result can drive more impactful business results and unlock the next wave of growth and success. »

The research was conducted by OnePoll, with 2,102 working adults based in the UK between 22.04.22 and 25.04.22.

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