Employees’ perception of their company’s senior leadership is far from favorable, according to research from Willis Towers Watson, a leading global advisory, broking, and solutions company.
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Study findings have significant implications on several fronts.
View of the Top
U.S. employees give senior leaders at their organizations low marks on key aspects of people management, including the ability to develop future leaders, evoke trust and confidence, and demonstrate sincere interest in employee well-being.
The Willis Towers Watson Global Workforce Study finds that less than half of U.S. employees, 45 percent, have trust and confidence in the job being done by their organization’s top leaders. Less than half, 47 percent, believe leaders have a sincere interest in employee well-being, and only 41 percent of employees think their organization is doing a good job of developing future leaders.
Why It Matters
“With today’s dynamic business environment and the changing nature of the new world of work, the need for strong, effective corporate leaders is at an all-time high,” said Laura Sejen, managing director, Human Capital and Benefits, Willis Towers Watson. “The fact that a significant percentage of workers don’t believe their leaders are as effective as they can be is worrisome, given that strong leadership is a key driver of employee engagement.”
In addition, leadership impacts employer brand, employee retention, and recruitment.
A Look at Managers
The study also looks at how employees perceive their immediate managers, and here the results are more favorable.
More than eight in 10 employees, 81 percent, say their managers treat them with respect, while 75 percent say managers assign them tasks that are suited to their skills and abilities. At the same time, a solid majority, 60 percent, believes their managers communicate goals and assignments clearly.
All the news isn’t good, however. Barely half of employees, 56 percent, say their managers make fair decisions about how performance is linked to pay, while only half, 50 percent, believe managers have enough time to handle the people aspects of the job.
Performance management, overall, is an area where managers appear to need improvement. More than 80 percent of managers say they spend less than six hours per employee per year on the task. This lack of attention is reflected in employees’ responses to the study: Only four in 10 employees say their managers coach them to improve their performance.
Why It Matters
It’s worth remembering that performance management supports career advancement opportunities—particularly in light of other Willis Towers Watson findings.
The study identifies “career advancement opportunities” as a top driver of both employee retention and attraction. What’s more, it’s viewed as such by employers and employees alike.