Trust, compassion, stability and hope. According to Gallup, employees need leaders to exhibit these traits—to feel involved in their company and engaged in their work. In their latest assessment, Gallup measures employee “perceptions of their interactions with leaders and managers,” along with “experiences related to performance management” at their organization.
By exploring the following indicators, Gallup offers new metrics—along with some best practices—for managers on how to manage staff.
According to the Gallup article, employees who trust their organization’s leadership, “are 4.0 times as likely to be engaged.” And with engagement, Gallup explains, comes better business outcomes and performance.
Gallup provided several metrics to examine related to leadership. For example, Gallup asked respondents to rate the statement:
I trust the leadership of this organization. In May 2019, those that strongly agreed with the statement peaked, with 24% strongly agreeing. The percentage declined until June of 2022 and then started an upward trend in September 2022—the last time period measured.
Gallup focuses on communication in their assessment of managers, explaining they need to “coach people to succeed.” Gallup measured several areas related to management.
They asked employees for feedback on the following statements:
Gallup argues that “exceptional performance management matters.” They dissuade managers from using “antiquated” review methods, and to shift to a mindset of a coach versus a boss.
Gallup surveyed employees related to performance management. The research drew several conclusions:
Discover more indicators, along with graphs that chart these measures, at Gallup’s Leadership and Management Indicators page.
Explore our other articles on leadership.
Leading in Uncertain Times: How Self Awareness Plays a Key Role in Leadership
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