TechHR
ex
L&D
UNPLUGGED
Sphere
About Us • Contact Us
People Matters ANZ
People Matters Logo
Login / Signup
People Matters Logo
Login / Signup
  • Current
  • Top Stories
  • News
  • Magazine
  • Research
  • Events
  • Videos
  • Webinars
  • Podcast

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

 

 

  • HotTopic
    HR Folk Talk FutureProofHR
  • Strategy
    Leadership Csuite StrategicHR EmployeeRelations BigInterview
  • Recruitment
    Employer Branding Appointments Permanent Hiring Recruitment
  • Performance
    Skilling PerformanceMgmt Compensation Benefits L&D Employee Engagement
  • Culture
    Culture Life@Work Diversity Watercooler SheMatters
  • Tech
    Technology HR Technology Funding & Investment Startups Metaverse
  • About Us
  • Advertise with us
  • Become a sponsor
  • Contact Us
  • Feedback
  • Write For Us

Follow us:

Privacy Policy • Terms of Use

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

People Matters Logo
  • Current
  • Top Stories
  • News
  • Magazine
  • Research
  • Events
  • Videos
  • Webinars
  • Podcast
Login / Signup

Categories:

  • HotTopic
    HR Folk Talk FutureProofHR
  • Strategy
    Leadership Csuite StrategicHR EmployeeRelations BigInterview
  • Recruitment
    Employer Branding Appointments Permanent Hiring Recruitment
  • Performance
    Skilling PerformanceMgmt Compensation Benefits L&D Employee Engagement
  • Culture
    Culture Life@Work Diversity Watercooler SheMatters
  • Tech
    Technology HR Technology Funding & Investment Startups Metaverse
What’s fuelling manager mistrust?

Story • 27th Jan 2023 • 3 Min Read

What’s fuelling manager mistrust?

LeadershipStrategic HREmployee RelationsEmployee EngagementTalent Management#HRCommunity

Author: Mamta Sharma Mamta Sharma
10K Reads
There is a severe disconnect between managers and employees, including differences in leadership, productivity, and expectations between the two groups, as well as how each sees each other, reveals new research from 15Five.

It’s been proven that effective manager-employee relationships fuel productivity, retention, and engagement.

So why are companies spending time and money tracking employees instead of investing in managers who know how to motivate their teams to achieve business results?

New research from performance management platform 15Five reveals there is a disconnect between managers and employees, including differences in leadership, productivity, and expectations between the two groups, as well as how each sees each other.

As per the company’s 2023 Manager Effectiveness Report, productivity tracking software—such as webcam surveillance or data from apps like Slack and Microsoft Teams—is ineffective and even damaging.

15Five surveyed 1,000 employees and 1,000 managers across the United States on productivity tracking, manager effectiveness and training, and career growth and development.

More than one third of managers responded that monitoring had no impact, one-fourth said that it led to employees looking for a new job, and 20 percent acted out or sabotaged the company.

The research reinforces the pressing need for greater communication and transparency between managers and employees.

Productivity tracking has no impact on employee performance

While most managers (68 percent) think productivity tracking software improves performance, nearly three-quarters of employees (72 percent) think it either diminishes performance or has no impact. Twenty-four percent of employees said it improves well-being compared to 45 percent of managers.

One of the startling data points is that nearly three-quarters (72 percent) of managers said they use tracking software to monitor employees; however, only 35 percent of employees report their organisation is using it. In other words, employees don't know they are being spied upon.

"HR departments must strategically create feedback cultures that build trust between the two groups and prioritise the manager-employee relationship," said Jennie Yang, VP of People & Culture at 15Five.

"This would include organisational imperatives around onboarding experiences, regular check-ins and 1-on-1s, career conversations, and performance reviews. Providing managers with software paired with training enables consistency, fairness, and conversations that advance business outcomes."

Increase manager effectiveness to decrease regrettable turnover

More than half of employees (56 percent) cite supportive management or a good boss as one of the most critical factors for remaining at a company.

But only about half of managers have yet to receive training at their current job in critical human skills, including creating a psychologically safe workplace, setting and tracking goals, and conducting a fair and effective performance review.

That deficit shows. Nearly two-thirds of managers are highly confident about their ability to lead, but only about one-third of employees share that confidence in their managers.

The onus is on leadership and HR departments to provide managers with enough time to build strong relationships with employees and coach performance forward. Instead, the survey shows strong evidence that managers are burnt out, with too many direct reports and insufficient downtime.

Over half are managing 10 or more people, and 28 percent have more than 15 direct reports. Almost three-quarters (73 percent) of managers often or very often think about work when off the clock, compared to 42 percent of employees.

"In 2023, manager training and coaching will be paramount, as many organisations have the unique experience of simultaneously reducing their workforces while retaining people and hiring for crucial open roles," said Jon Greenawalt, SVP of Customer Transformation at 15Five.

"According to our research, managers still lack the management skills to drive engagement and performance in the new world of work. This will only become more acute during an economic downturn as employees look to stay put and are asked to do more with less.

Career development and the need for more employee coaching

Employee professional development is elemental to the long-term health of any organisation.

However, there is a clear disconnect around career discussions between managers and employees. When asked whether they've had at least one conversation with their manager about their career vision, only half of employees (52 percent) said "yes,” compared with 85 percent of managers.

While a majority (57 percent) of managers said that their organisation offers clear tracks for advancement, only 36 percent of employees agree. Nearly half of the employees (47 percent) said their organisations didn't provide clear advancement tracks or were unsure if they did.

And more than a third of employees (40 percent) report that they aren’t being offered learning and growth opportunities (such as subject matter training, seminars, guest speakers, leadership training, and online courses).

The strategic alternative to productivity tracking is building a plan that includes select touchpoints between managers and employees, and upskilling managers on how to coach performance and career development forward.

Instead of micromanaging people, HR can put the right structures in place so that there is visibility, and transparency and that people are set up for success. For example, weekly check-in's and regular 1-on-1s keep people on track, and fair and objective performance assessments let them know how they are doing.

Read More

Did you find this article helpful?


You Might Also Like

Did Microsoft's leadership let Skype crumble?

STORY • 6th May 2025 • 3 Min Read

Did Microsoft's leadership let Skype crumble?

LeadershipTechnologyBusiness#HRTech#HRCommunity
The trust factor: What leaders should know

STORY • 29th Apr 2025 • 5 Min Read

The trust factor: What leaders should know

LeadershipExecutive EducationTalent Management
Leading the way to a sustainable tomorrow

STORY • 22nd Apr 2025 • 3 Min Read

Leading the way to a sustainable tomorrow

Leadership#ESG#WorldEarthDay
NEXT STORY: Wise beyond their years? 5 career lessons from children

Trending Stories

  • design-thinking-hr

    ChatGPT Walks It Back — AI Giants Race Ahead

  • design-thinking-hr

    Skype is dead: Did Microsoft's leadership let a billion-doll...

  • design-thinking-hr

    From copy-paste to creative spark: mastering generative AI i...

  • design-thinking-hr

    Keeping the C-suite in the C-suite - how do we reduce execut...

People Matters Logo

Follow us:

Join our mailing list:

By clicking “Subscribe” button above, you are accepting our Terms & Conditions and Privacy Policy.

Company:

  • About Us
  • Advertise with us
  • Become a sponsor
  • Privacy Policy
  • Terms of Use

Contact:

  • Contact Us
  • Feedback
  • Write For Us

© Copyright People Matters Media Pte. Ltd. All Rights Reserved.

Get the latest Articles, Insight, News & Trends from the world of Talent & Work. Subscribe now!
People Matters Logo

Welcome Back!

or

Enter your registered email address to login

Not a user yet? Lets get you signed up!

A 5 digit OTP has been sent to your email address.

This is so we know it's you. Haven't received it yet? Resend the email or then change your email ID.

People Matters Logo

Welcome! Let's get you signed up...

Starting with the absolulte basics.

Already a user? Go ahead and login!

A 5 digit OTP has been sent to your email address.

This is so we know it's you. Haven't received it yet? Resend the email or then change your email ID.

Let's get to know you better

We'll never share your details with anyone, pinky swear.

And lastly...

Your official designation and company name.