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The Critical Role of Managerial Attitude in Employee Engagement and Performance

by Mahbub Zaman Ashrafi | Oct 4, 2024 | All, HR Articles, Recent

In today’s fast-paced business environment, employee engagement is not only a buzzword but a key driver of organizational success. A recent case of an 18-year-old university student working two part-time jobs at a hotel reception highlights a fundamental truth about employee motivation: the attitude and behaviour of direct managers can make or break an employee’s job satisfaction, productivity, and long-term retention.

Same Job, Different Experience

In both hotel reception roles, the tasks and responsibilities are nearly identical. Greeting guests, handling inquiries, managing bookings—these duties remain constant. However, the student’s experience at each job is vastly different. In one hotel, the manager consistently checks in with a simple, yet powerful question: “How can I help? What do you need?” This approach not only signals support but also builds trust, giving the employee the confidence to perform their duties effectively.

At the second hotel, the experience is the polar opposite. The manager’s focus seems to be on finding faults. Every interaction feels like a critique session, leaving the employee feeling demotivated and unappreciated. Both jobs are similar in terms of workload and pay, yet the student looks forward to working at one hotel while dreading shifts at the other.

Why Managerial Attitude Matters

This case illustrates a larger trend observed in workplaces worldwide. Research consistently shows that employees don’t leave jobs—they leave managers. An empathetic, supportive leader can turn even the most monotonous roles into meaningful work, while a critical, unappreciative manager can make the best jobs unbearable.

According to a study by Gallup, managers account for at least 70% of the variance in employee engagement scores¹. This stark statistic points to a critical conclusion: managerial behaviour is a determining factor in employee well-being and job satisfaction. The student in this case thrives under a manager who offers support and feedback, leading to higher job satisfaction and increased motivation. Meanwhile, the other manager’s focus on criticism has the opposite effect, leading to disengagement and frustration.

The Science of Managerial Support

Empirical research supports this anecdotal evidence. A study published in the Harvard Business Review found that employees whose managers communicate regularly and offer constructive feedback are 3.5 times more likely to be engaged at work². Furthermore, employees who feel supported by their supervisors are 67% more likely to stay in their current roles³, avoiding costly turnover for the organization.

Managerial support, which includes offering assistance, showing empathy, and providing clear guidance, fosters a sense of belonging and purpose. This support translates into enhanced employee performance, creativity, and problem-solving abilities. Conversely, a culture of criticism erodes trust and stifles innovation.

Constructive Feedback vs. Criticism

The distinction between constructive feedback and criticism is key. Managers who genuinely want to help their employees improve focus on how to solve problems and offer tangible support. This is exactly what the university student experiences with the manager who asks, “How can I help?” Such managers prioritize solutions over blame, fostering a culture of continuous improvement rather than fear.

On the other hand, a manager who constantly seeks out faults without offering ways to improve creates a toxic environment. Employees who are continually criticized without constructive advice feel insecure, which in turn leads to reduced job performance. Over time, this dynamic can lead to higher turnover rates and a disengaged workforce, both of which are detrimental to a company’s success.

What Can Managers Learn from This?

The story of this student serves as a compelling reminder for leaders across industries: a supportive management style is not just a “nice-to-have” but a business imperative. Here are a few strategies managers can implement to boost employee morale and performance:

Be Supportive and Accessible: Simple, regular check-ins asking, “How can I help?” or “What do you need?” demonstrate a commitment to the employee’s success and well-being.
Focus on Solutions, Not Problems: When issues arise, focus on what can be done to fix the situation rather than dwelling on the mistake itself. Constructive feedback helps employees grow and learn.
Cultivate Empathy: Managers should develop a deep understanding of the challenges their employees face, both personally and professionally. Empathetic leaders can better align organizational goals with individual employee motivations.
Recognise Contributions: Regularly acknowledging an employee’s hard work boosts morale and encourages continued high performance. Recognition doesn’t have to be grand—a simple “thank you” can go a long way.
Create a Culture of Growth: Encourage learning and development. By providing opportunities for growth, managers can foster a sense of purpose and loyalty among their teams.

Conclusion

The contrast in this student’s experiences underscores a broader lesson for managers: how you lead has a profound impact on how your employees feel about their jobs. When managers prioritize support and empathy over criticism and fault-finding, they create a work environment where employees are not only more engaged but also more productive and loyal.

In the battle for talent and retention, the small actions of managers—like asking, “How can I help?”—can make a world of difference. Managers should not underestimate their influence in shaping employee attitudes, well-being, and ultimately, the success of the business.

References

Gallup (2015). “State of the American Manager: Analytics and Advice for Leaders.”Gallup (2017). “State of the Global Workplace.”
Buckingham, M., & Goodall, A. (2019). “The Feedback Fallacy.” Harvard Business Review
Gallup (2017). “State of the American Workplace Report.”

Best Practices for Recruitment and Selection: How to Find and Hire the Best Talent for Your Roles

by Mahbub Zaman Ashrafi | Nov 4, 2023 | HR Articles, Recent

Recruitment and selection are two crucial processes that every organization needs to master in order to find and hire the best talent for their open positions. However, these processes are not always easy or straightforward. There are many challenges and pitfalls that can affect the quality and efficiency of recruitment and selection, such as:

Finding enough qualified candidates in a competitive market

Avoiding bias and discrimination in screening and interviewing candidates

Evaluating candidates’ skills, fit and potential objectively and consistently

Making timely and informed hiring decisions that align with the organization’s goals and culture

To overcome these challenges and optimize the recruitment and selection processes, it is important to follow some best practices that can help you attract, assess and select the most suitable candidates for your roles. Here are some of the best practices that you can implement in your recruitment and selection processes:

Define your corporate brand: Your corporate brand is the image and reputation that you have in the market as an employer. It reflects your values, vision, mission, culture and work environment. A strong corporate brand can help you attract more candidates who are interested in working for you and who share your goals and beliefs. To define your corporate brand, you need to communicate clearly what makes your organization unique, what benefits and opportunities you offer to your employees, how diverse and inclusive your workforce is, and how you support social causes and communities.

Treat candidates as customers: Candidates are not just applicants who want a job from you. They are also potential customers who can influence your sales, reputation and referrals. Therefore, you need to treat them with respect, professionalism and courtesy throughout the recruitment and selection process. This means that you should:

Provide clear and accurate information about the role, the organization and the application process

Respond to candidates’ inquiries and feedback promptly and politely

Respect candidates’ time and availability by scheduling interviews and assessments at convenient times

Offer candidates a positive and engaging experience during interviews and assessments

Provide candidates with constructive feedback and updates on their status

Thank them for their interest and participation.

Use social media in a targeted way: Social media is a powerful tool that can help you reach out to a large and diverse pool of candidates. However, not all social media platforms are equally effective for recruitment purposes. You need to use social media in a targeted way, by choosing the platforms that are most relevant for your industry, role and audience. For example, if you are looking for professionals with specific skills or qualifications, you might want to use LinkedIn or Twitter. If you are looking for creative or artistic talent, you might want to use Instagram or Pinterest. If you are looking for young or casual workers, you might want to use Facebook or Snapchat. You also need to create engaging and informative content that showcases your corporate brand, your job openings, your employee stories, your achievements and your social impact.

Have effective shortlisting, interviewing and assessment skills: Shortlisting, interviewing and assessing candidates are key steps in the selection process that determine the quality of your hiring decisions. You need to have effective skills in these areas to ensure that you identify the best candidates for your roles. This means that you should:

Use objective criteria and methods to screen candidates based on their qualifications, experience and fit. Avoid bias and discrimination in screening candidates based on their personal characteristics or preferences. Conduct structured interviews that focus on behavioral, situational and competency-based questions. Use valid and reliable tests and assessments that measure candidates’ skills, abilities, personality and potential. Evaluate candidates’ performance using standardized scoring systems and rubrics

Involve multiple stakeholders in the selection process: The selection process should not be a solo activity that is done by one person or department. It should be a collaborative activity that involves multiple stakeholders who have different perspectives, insights and opinions on the candidates. These stakeholders can include:

Hiring managers who have direct responsibility for the role

Team members who will work closely with the new hire

HR professionals who have expertise in recruitment and selection

External consultants or experts who can provide independent advice or feedback

By involving multiple stakeholders in the selection process, you can increase the validity, reliability and fairness of your hiring decisions. You can also improve the acceptance and integration of the new hire into the organization.

Select the successful candidate based on multiple factors: The final step in the selection process is to select the successful candidate who will receive the job offer. This decision should not be based on a single factor or impression, but on multiple factors that reflect the candidate’s suitability for the role. These factors can include:

The candidate’s qualifications, experience and skills

The candidate’s fit with the organization’s culture, values and goals

The candidate’s potential for growth, development and performance

The candidate’s motivation, enthusiasm and interest in the role

The candidate’s expectations, preferences and availability

By selecting the successful candidate based on multiple factors, you can ensure that you hire the best person for the role, who will contribute to the organization’s success and satisfaction.

Recruitment and selection are two vital processes that can make or break your organization’s performance and reputation. By following these best practices, you can optimize your recruitment and selection processes and find and hire the best talent for your roles.

Talent Management: A Key Driver for Organizational Success

by Mahbub Zaman Ashrafi | Oct 18, 2023 | HR Articles, Recent

In the ever-evolving world of business, where the competition is fierce and the need for innovation is paramount, talent management has emerged as a critical factor in ensuring organizational success. It is no longer sufficient to merely recruit and hire employees; companies must proactively manage, develop, and retain their best talent to achieve sustainable growth. This essay delves into the concept of talent management, its significance, and the strategies employed by organizations to harness its potential.

Definition and Importance

Talent management, at its core, is the systematic process of identifying, attracting, developing, and retaining individuals who possess the skills, knowledge, and abilities crucial for an organization’s success. This process is an integral part of human resource management but extends beyond mere staffing. Talent management is about ensuring that an organization has the right people in the right roles, performing at their best.

In today’s hyper-competitive global marketplace, organizations that do not prioritize talent management risk falling behind. A skilled workforce can drive innovation, improve productivity, enhance customer satisfaction, and thereby, increase profitability. Furthermore, with the rapid pace of technological advancements, the demand for specialized skills has skyrocketed, making the competition for top talent fiercer than ever.

Key Components of Talent Management

1. Talent Acquisition: This involves sourcing and recruiting candidates who not only possess the required skills but also align with the company’s culture and values. Effective talent acquisition strategies incorporate employer branding, leveraging technology, and maintaining a robust talent pipeline.

2. Talent Development: Once onboarded, employees need continuous learning opportunities to stay relevant. This includes training programs, mentorship initiatives, and career development pathways that empower employees to grow both personally and professionally.

3. Performance Management: Regular evaluations and feedback are essential to ensure employees are meeting organizational expectations. This process aids in identifying areas of improvement and recognizing top performers, facilitating a culture of excellence.

4. Succession Planning: Organizations must be prepared for eventualities. Whether it’s an executive retiring or a key player moving on, having a succession plan ensures continuity and minimizes disruptions.

5. Retention Strategies: High attrition rates can be detrimental to an organization’s growth. By offering competitive compensation, fostering a positive work environment, and providing opportunities for growth, companies can ensure they retain their top talent.

Challenges and the Way Forward

While understanding the importance of talent management is pivotal, implementing it effectively can be challenging. Cultural mismatches, resistance to change, and a lack of clarity in career paths are some hurdles companies face. However, with a strategic approach, organizations can overcome these challenges.

In conclusion, talent management is not just an HR initiative; it is a business imperative. In an age where human capital is a company’s most valuable asset, effectively managing talent is the difference between organizational mediocrity and excellence. By investing in robust talent management strategies, companies can ensure they not only attract but also develop and retain the best, driving them towards sustained success.

Continuous Learning – Mahbub Zaman Ashrafi

by Mahbub Zaman Ashrafi | Jan 9, 2023 | HR Articles, Recent

Our ability to learn is increasingly becoming the currency on which we trade in our professional lives. Where once we went to work to learn how to do a job, now learning is the job. Companies consider adaptable and proactive learners as assets. Investing in our own learning yields long-term returns in terms of our professional growth and development.

The process of obtaining new knowledge, on the other hand, is not straightforward. The ability to unlearn outdated knowledge, learn new knowledge, and relearn in order to keep up is critical for long-term success. This is particularly true in our increasingly squiggly career trend, in which people change roles more frequently and fluidly, and develop in myriad of different ways.

Because our occupations occupy such a significant portion of our time, energy, and effort, they present the most meaningful opportunities for growth and development. One of the difficulties is that we don’t make deliberate investments in our everyday development because we’re so preoccupied with assignments and getting the work done that we don’t have time for anything else. It’s a risky career move to put less emphasis on our own development. This decreases our resilience and capacity to cope with the changes in the workplace. In order to take control of your learning at work, here are a few suggestions:

The people with whom you spend the majority of your time are a key source of knowledge. Creating a varied learning community will allow you to gain new perspectives on the different subject matter. Utilize your tea break!  Engage with someone from another department who may be able to assist you in seeing your organization through a different lens. When you meet with colleagues in your field at another company, they can help you to learn more about their organization and industry.

In order to learn and adapt as you go along, you need to experiment. The possibilities for experimentation at the workplace are virtually limitless! In order for an experiment to be effective, it must be undertaken with full awareness of the consequences and consider it as a learning opportunity. Make sure you record the results of the experiments you are conducting and the lessons you are learning along the way. It’s crucial to remember that when exploring the uncharted, it’s normal for most experiments to fail. That’s just the nature of the experiment. But learning from experiments, even failed ones tends to be more meaningful.

Nowadays, we gain knowledge from one another. Consider how you may develop a collaborative curriculum where you learn from each other as a team. Utilize talent swaps, in which employees contribute one skill they’re willing to teach others. This could take the form of a creative problem solver sharing the techniques and tools they find most useful.  Skills exchanges are an excellent illustration of democratized growth, in which everyone has something to contribute in continuous learning. 

It is also necessary to unlearn. Unlearning entails abandoning the comfortable and familiar in pursuit of innovation and Promethean. The skills and behaviours that got you here may potentially be impeding you from achieving where you want to go. During the pandemic, we were all forced to unlearn various parts of our lives, such as how we interacted at work or school. Unlearning feels awkward, but the previous two years have shown us how adaptive we can be. It is also important not to forget to relearn after unlearning! This is where unlearning fulfils its purpose.

Relearning means acknowledging that how we apply our strengths is continuously changing and that our potential is always a work in progress. We need to periodically examine our capabilities and how they need to be altered for our current setting. For example, we typically collaborate and work in teams. Now that pandemic hit us with a curveball; we relearned to use Teams (Microsoft) to work in teams in a hybrid world of work. It’s an eye-opener, to say the least!

In the future, we will be unable to predict how our careers will develop or how the world of work will look. Investing in continuous learning will help us become more prepared for the opportunities that change will bring, as well as more resilient to the inevitable challenges we will face along the way.