Mediocre managers are just as damaging to employee engagement and wellbeing as more ‘David Brent’-style bosses, according to research from the UK´s Chartered Institute of Personnel and Development (CIPD).
Failing to take responsibility for mistakes, panicking about deadlines and commanding rather than consulting staff were among bad managers´ worst attributes, according to the report, Managing for sustainable employee engagement: Developing a behavioural framework. The report offers yet more evidence of the benefits of a coaching-style approach to management. It highlighted how managers who discussed workers’ career development, remained calm under pressure, and invested time in getting to know staff as individuals were likely to benefit from higher levels of employee engagement and lower levels of stress and absence.
The study found that managers were more likely to motivate and retain their employees if they consulted people rather than simply told them what to do, took responsibility if things went wrong or mistakes were made, and asked after workers’ wellbeing.
Characteristics such as commanding were cited alongside more obvious ‘David Brent’ style behaviours including inappropriate humour as ways in which managers undermined employee motivation and wellbeing.
The research was based on an analysis of responses from a survey of 500 employees and 120 managers, carried out for the CIPD by consultancy Affinity Health at Work.
Respondents submitted views on their immediate line manager, their level of engagement with their organisation and their own wellbeing.
