Only 40 percent of workers deem their managers to be helpful in their attainment of skills necessary for performing well in their current job function, according to a study by Gartner Inc. Fewer workers also say that their manager is effective at getting them ready to pursue their future career. All in all, vast swaths of workers feel their managers don’t provide the help they need to advance in their current career path and develop prospects for the future.
There are also those who attribute their excellent work performance and career growth to their managers. Those are the managers, much like Jason Kulpa the CEO of UE.co, that greatly benefit any business organization. Gartner researchers identified four types of managers–teacher, always-on, cheerleader, and connector managers.
- Connector managers, who develop top performers in their teams effectively, frequently make sound assessments of their employees’ skills, do targeted coaching, and give feedback only within their specific areas of expertise.
- Teacher managers train workers according to their expertise and experience; they tend to oversee the development of employees and give advice-type responses personally.
- Always-on managers frequently coach their employees and offer feedback spanning different skills and disciplines; when always-on managers assist in upgrading their subordinates’ skills, they do so with the mindset that it is a part of their managerial duty. The study showed they lowered worker performance by up to 8 percent because they gave too much feedback, much of which was irrelevant or misguided.
- Cheerleader managers, often characterized by their non-proactive hands-off approach to improving employee performance, give positive comments, remain supportive and approachable, and pretty much let their workers be responsible for themselves.
The connector manager consistently produces top performers among their subordinates with their distinctive approach to supervising people. The rest connect their employees to get feedback from …Read more