CMI research shows half of workers quit because of their manager

As an Ambassador for the CMI, and a passionate believer in the importance of the manager’s role in an organisation, I am saddened, but not surprised, by the recent survey by the CMI which revealed that47 per cent of workers have left a position as a direct result of bad management. A survey of over 3000 adults also showed that a staggering 49% said they would be prepared to take a pay cut in order to work with a better manager.

These figures are not new – they have been replicated in previous studies and surveys too. My own experiences back this up too. I have now gathered data from surveys I send out to managers who come along to my Business Link workshops which deal with the issue of how to motivate and engage  staff – even in the midst of a recession.

One of the  questions I ask them before they arrive  is what training they have already received to support their management development, particularly their people skills, and far too many are telling me they get little other than token support. Business Links can provide some useful training – and it is free – which is great – but it is far too little for a role which is so important. Not only that, these managers want to learn. They want to do a good job. They were often promoted because they were good at what they used to do, and because they are keen and ambitious,  but they are struggling to find a way through what can sometimes seem a truly daunting task of inspiring, motivating and engaging their staff.

Whilst there is no doubt there are some managers in post who really should not be there, and who continue, day in, day out to have a negative effect on the atmosphere and performance of their team, many more managers that I meet  are crying out for some  simple, practical tools and techniques to help them become better inspirations to others, better people developers, better performance managers  and better leaders.

The CMI, as the champion of management and leadership excellence in the UK, will meet with representatives from the three main political parties at the launch of its Manifesto for a Better Managed Britain to demand that urgent action is taken to transform management and leadership performance.

Whilst organisations cut back on spending, people management skills (often called “soft work skills” – a misnomer in my view) are often pushed to the background – with little or no budget to support management development. Whilst it’s easy to blame the companies for being short-sighted – sometimes simple economics takes over – and in order to survive at all, such training has to go.

I understand that. As a business myself I know it is sometimes necessary to make tough decisions.

But I’m also a coach – and coaching is about looking for creative options – for other ways to skin the cat.

We can all play our part.

Government can reassess the money they plough into supporting businesses and see how they can support management skills more than they do currently.

Organisations can make the most of what funding is available, and consider how they could optimise any internal skills or resources they have to support mentoring or coaching for managers.

And trainers and coaches such as myself, who are passionate about the importance of management can try to develop resources and training which is more flexible, less time-consuming and more cost-effective.

We all have our part to play.

What we can’t afford to do, is sit back and allow managers to struggle on the job; to “muddle through”, hoping they can somehow “get it right”.

If you are as passionate about supporting management skills as I am, then join CMI by visiting: http://www.managers.org.uk/

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For more information to help you with the people side of management,
including how to improve employee motivation and get the best out of your team, take a look at these great resources:

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