The Gallup manager experience study: summary and 3 key takeaways

Managers are the beating heart of your company. Understand the challenges they face and explore practical tips you can use unlock and improve the employee experience for everyone at your company.

New report alert!

Over the past 5 years Gallup has gathered data from 50,000 managers on their experience in the workplace. Top Challenges & Perks of Managers is the first report in a series outlining their findings.

If 37 pages is a time commitment your schedule won’t allow for, no worries, we’ve gone through and pulled out the most interesting and shocking data points and summarized how to tackle them below.

Why manager experience matters

From on-boarding and performance to development and retention, managers play a hands-on role in shaping the employee experience. As the first line of communication for the individuals on their team, it's no wonder that Gallup found that managers account for 70% of the variance in team engagement. With so much weight placed on this role, it’s important to start addressing and investing in the manager experience.

We've identified the following three main takeaways from the research report:

  1. Managers are overloaded and overworked
  2. Managers aren’t supported to grow
  3. Managers are disappointed by performance management processes

1. Managers are overloaded and overworked

Managers are busy balancing competing priorities, dealing with unclear expectations, and juggling unmanageable and unrealistic workloads — all the while fighting off constant distractions.

Here are the facts

What you can do to support your managers

2. Managers aren’t supported to grow

Managers struggle to find opportunities to learn and grow and don’t have access to professional development programs. Worst of all, many believe they don’t have the skills they need to succeed.

Here are the facts

What you can do to support your managers

3. Performance management is particularly disappointing for managers

With whatever little time managers have, it’s hard to carve out time for ratings, calibration, and performance reviews, especially if the immediate value is unclear. If managers aren’t bought in on the process there is an even smaller chance that their teams will be.

Here are the facts

What you can do to support your managers

How to get started

It's important to think about the manager experience holistically. Start by taking a closer look at your current state before crafting a change management plan, and communicating openly with managers and individual contributors.

Get more practical tips and insights in the Impraise guide to developing your managers to better support, coach, and lead teams.

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