Posts Tagged ‘All-Party Parliamentary Group’

David_Brent_111

Recent business articles show that people managers are coming under greater pressure to ensure they manage their staff well. The following recent headlines demonstrate this:

  • Lack of management accountability eroding staff engagement
  • Lack of management training causing culture problems, finds CIPD
  • Only 3 per cent of firms find performance management great value

The reason why poor management needs to be tackled is because staff engagement is directly influenced by people managers. Research has shown that higher employee engagement is associated with gains in employee retention and performance, customer service and satisfaction, and business performance. A report published in 2012 by the government, in partnership with the CIPD, found that more than two-fifths of managers regard their own line manager as ineffective, while it concluded that the problem was holding back the UK’s economic recovery.

Government Review

This issue of poor management has even prompted the UK Government to begin to looking in to what can be done with the launch a new cross-party Parliamentary Commission. Led by the All-Party Parliamentary Group on Management (APPGM) and the Chartered Management Institute (CMI), the commission aims to focus on how management can be transformed to drive growth across UK businesses to boost the economy. The commission aims to highlight where employers have successfully used innovative approaches to management that have helped create growth. The best and most innovative will be invited to discuss their work with the Commission in Parliament.

Tackling the problem

The Corporate Leadership Council conducted research which showed that managers who set clear objectives, discuss their expectations and outline how performance will be measured can have higher performing teams. According to the findings, the top three factors that managers must focus on to improve employee performance are:

  1. Explaining performance evaluation standards
  2. Ensuring projects provide learning
  3. Providing experiences that develop

In my previous articles I have discussed the importance of managers providing more work based training that has meaning for employees. This is based on the 70:20:10 framework of work based learning and Daniel Pink’s research on what motivates employees. I also examined how performance management could be improved by focusing on setting mastery goals, as this gives employees greater control over their work.

Forward thinking

I would hope that the Government review of management practices finds innovative ways in which to improve manager effectiveness in the UK. This should be based around manager support in the performance management process and interventions that afford employees the opportunities to participate in work based learning. These do not have to be costly interventions, out of reach for many businesses, but common sense solutions that ensure managers can get the most from staff.

If these issues aren’t tackled, then according to Barry Sheerman MP, chair of the APPGM:

‘ ….too many businesses will fail because of bad management. This has to change, because the quality of management and leadership will be absolutely key to how well our businesses do in creating jobs and wealth in the years ahead’.

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