Yesterday’s dot covered Gallup’s research finding that “70% of the variance in team engagement is determined solely by the manager.” Yowza! If you’re that critical as a manager, what should you do in your role?

Fortunately, Gallup also outlines six steps to align the culture with the new way of work that appeals to everyone, but especially Millennials and Generation Z. Successful managers should work to create a culture that addresses these changing demands of the workforce:

From My Paycheck to My Purpose
Employees want to work for organizations with a mission and purpose.

From My Satisfaction to My Development
Employees are pursuing a job that provides personal development as the prized perk.

From My Boss to My Coach
Forget the domineering boss; employees today want leaders to help coach and develop them.

From My Annual Review to My Ongoing Conversations
Everything in life is instantaneous, and employees today want their feedback to be as well.

From My Weakness to My Strengths
Of course, Gallup, the creator of the Strengths movement would recommend this, but whether you pursue the official Strengths assessment or just focus more on positive development, employees today want to build on their strengths vs. focusing on weaknesses.

From My Job to My Life
A great job is the #1 dream, but to achieve that it means having both a paycheck and fulfilling work. Having a great job has become an essential element of having a great life.

Pause for a moment and consider where you stand on these six spectrums. Really, they boil down to two key elements: purpose (#1 & 6) and personal development (#2, 3, 4, 5). Where do you shine as a manager? What area deserves more of your attention? You could make a significant impact on your team by moving toward the new way of managing – and probably enjoy work much more.

Source: It’s the Manager by Jim Clifton and Jim Harter, Gallup Press, 2019

About the Author leadership dots by dr. beth triplett

I'm the chief connector at leadership dots where I serve as "the string" for individuals and organizations. Like stringing pearls together to make a necklace, "being the string" is an intentional way of thinking and behaving – making linkages between things that otherwise appear random or unconnected – whether that be supervising a staff, completing a dissertation or advancing a project in the workplace. I share daily leadership dots on my blog to provide examples of “the string” in action. I use the string philosophy through coaching, consulting and teaching to help others build capacity in themselves and their organizations. I craft analogies and metaphors that help people comprehend complex topics and understand their role in the system. My favorite work involves helping those new to supervision or newly promoted supervisors build confidence and learn the skills necessary to effectively lead their team.

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