Workers No Longer Want to Lead Others: Now What?
A survey of full-time U.S. employees who are not in a managerial position showed that only 38% say they are interested in becoming a people manager.
There was a time when the title ‘manager’ meant prestige, respect, more compensation, and sometimes even admiration, but that’s no longer the case. There are several factors that have caused employees to shift away from wanting to coach, guide, inspire, and lead others:
- Trust in leadership remains low, with only 21% of workers saying they trust the leaders in their company.
- The ‘individual contributor’ role has enjoyed increasing status. For instance, a talented tech developer can rise through the ranks without ever having to wrestle with the challenges that go along with management.
- People see managerial responsibilities as an inhibitor to work-life balance. Among those surveyed, 40% said their biggest worry with becoming a manager was increased stress, pressure, and hours.
So, how can organizations make ‘management’ desirable again? Here are a few ideas:
- Redefine the meaning of manager. The tech industry, for instance, has popularized “player-coaches:” employees who contribute as individuals, while also leading small teams of their colleagues.
- More paid time off and more distinguished job titles.
- Increased autonomy.
- Better technology to manage people processes (compensation, performance management, etc.).
A great exercise for December? Brainstorm ways to make being a manager more desirable in your organization. In addition to engaging employees, managers provide leadership, a purpose and direction, help employees reach their goals, and oversee the daily production of work. The role of the manager is critical, so you must ensure your people have what they need to succeed.