Your “Yes” Means Money to Your CompanyBlog / Produced by The High Calling
They should have seen it coming. After all, according to the authors of First, Break All the Rules: What the World's Greatest Managers Do Differently, "managers trump companies" when it comes to questions of retention, productivity and profit. In other words, you can work for the greatest company in the world, but if you've got a bad manager chances are you'll leave. If you stick it out for whatever reason, you'll become less productive, ultimately affecting your company's profit level. Sure there are exceptions. But the statistics are pretty surprising. One comprehensive case study presented by Buckingham and Coffman compared stores with "good management" versus stores with "bad management." The latter group missed their profit goals "by a full 30 percent" while stores in the top group exceeded their profit goals by 14 percent. Likewise, stores in the bottom group lost 1000 more employees per year than top stores. If you're a manager, wouldn't you prefer to fall into the top group? If you're an employee, I suspect you'd want the same; I know I wished for better bosses when I sadly walked away from what was initially a dream job. So what's the catch? Is there any hope for bosses like my bad guys? Or are bad managers just bad managers, who will continue to drive away employees and adversely affect profits? According to Buckingham and Coffman, there are twelve areas managers can address to turn results around. Like a Maslow's hierarchy of needs, these areas move from basic structure issues to more abstract issues of growth and development. Framed as questions that can be posed to employees, the ideal would be to work towards securing answers of '5' on a 1-5 scale, particularly on the first six questions, in order to make headway.