5 surprising statistics that explain why managers are so important (and so incompetent)

Managers positively or negatively impact the results we create and the quality of life we live.

I believe managers are a historically underserved and underappreciated leadership linchpin that is vital to the success of any organization.

Here’s why in five stats:

😱 58% of managers said they didn’t receive any management training (CareerBuilder)

Managers matter now more than ever before, but they’re often inexperienced and untrained.

Companies tend to concentrate their training/coaching resources on senior leaders and “high-potentials,” leaving managers to figure it out on their own.

😖 69% of managers are often uncomfortable communicating with employees (Interact)

Managers set the tone, reinforce the team vibe, and influence patterns of interaction.

Managers who can’t communicate effectively are ill-prepared for the challenges they face: hiring, motivating, delegating, firing, coaching, leading, and developing their people into a high-performance team.

🤬 Three out of four employees report their boss is the worst and most stressful part of their job. (Inc.)

Too many soul-crushing, morale-sapping, fear-inducing, “brilliant jerks” abuse and neglect their leadership responsibilities.

Companies do a disservice to their employees when they keep bad managers, don’t help good managers become great, and allow the Peter Principle to happen.

🤯 58% of people say they trust strangers more than their own boss (Harvard Business Review)

A lack of trust in the workplace creates disengagement, low morale, lack of commitment, and reduced productivity.

Given the importance of the manager-employee relationship, companies should develop emotional intelligence, “real skills,” and inclusive leadership capabilities at all levels.

🤔 Managers account for at least 70% of the variance in employee engagement (Gallup)

The social contract between employers and employees has weakened under the weight of the pandemic.

Improving culture, performance, and engagement starts with recognizing that there is no relationship more influential or more important than the one between manager and employee.

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