They are now pivotal figures in driving team performance, fostering employee growth, and ultimately, contributing to the organisation's success.
With this shift, it becomes paramount for HR to embrace the practice of measuring manager effectiveness.
The question arises: why is this crucial for HR?
The answer lies in the profound impact that effective managers have on an organisation's bottom line.
Bridging the gap from manager to people manager
When managers excel at their roles, employee engagement soars, turnover decreases and productivity sees a marked improvement.
It's a domino effect that begins with skilled leadership.
However, measuring manager effectiveness requires a nuanced approach. It's not solely about tracking output or scrutinising adherence to schedules.
It's about understanding the qualitative aspects of management, which often elude traditional metrics.
While the manager effectiveness index (MEI) provides a useful snapshot of a manager's performance through feedback from various channels, it has its limitations.
MEI is primarily focused on gathering subjective feedback and may not always capture the full spectrum of a manager's impact.
This is where people analytics steps in as a game-changer.
Managers should be trained on people skills to avoid harming employee health
Advanced analytics tools offer a comprehensive view of manager effectiveness by leveraging a wealth of people data.
It goes beyond subjective feedback and includes a range of quantifiable metrics, such as team performance, employee engagement scores, and even sentiment analysis of feedback.
By using people analytics, HR gains a deeper understanding of the specific behaviours and actions that contribute to effective management.
It allows for the identification of trends and patterns that may not be immediately apparent through traditional feedback channels. This data-driven approach provides a more objective and comprehensive assessment of manager effectiveness.
Moreover, people analytics enables HR to track the impact of managerial interventions over time.
It allows for the measurement of key performance indicators (KPIs) related to team dynamics, individual growth, and overall organisational success.
Managers are the real guardians of company culture- why aren't leaders acting on it?
This data-driven approach empowers HR to make informed decisions about manager development and support.
People analytics facilitates a more proactive approach to manager effectiveness. It allows HR to identify potential areas of improvement and provide targeted training and resources.
This ensures that managers have the tools they need to excel in their roles and drive team performance.
In a rapidly evolving business landscape, HR must take the lead in this next wave of productivity and performance.
It's not just about numbers and metrics; it's about creating a culture of effective leadership that permeates every level of the organisation.
By leveraging people analytics, HR plays a pivotal role in driving organisational success and ensuring that every team member has the opportunity to thrive.
In conclusion, as businesses continue to evolve, the role of managers has become increasingly critical. HR's role in measuring manager effectiveness cannot be overstated.
It's a strategic imperative that goes beyond numbers and metrics, encompassing the qualitative aspects of effective leadership.
By prioritising manager effectiveness, HR sets the stage for organisational success and empowers every team member to reach their full potential.
Ben Harris is regional director, UK and Ireland, at Visier
