The type and amount of supervision and direction that leaders give their employees has a direct impact on their level of employee engagement. Employees who believe that their managers and supervisors truly care about them and their development are more likely to be engaged in their work in terms of advocacy, discretionary effort and intent to stay.
“Bad bosses” are more prevalent than thought. Nearly 40% said their bosses didn’t keep their word and failed to give credit when due. Nearly 25% said bosses talk poorly about them behind their back, invade their privacy, and give them the “silent treatment.” While alarming enough to grab newsworthy media space, these findings are not totally surprising when viewed in the context of our own experience working with thousands of managers or another survey in which 50% of executives interviewed, sited new managers and mid level managers as having the most significant skill gaps.
Download Are You a Bad Boss? best practices whitepaper to learn the direct impact of a bad boss and what you should do about it to drive higher levels of employee engagement in terms of employee advocacy, discretionary effort and intent to stay.
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