Posted by | December 12, 2013 | Thursday Thoughts | No Comments

Screen Shot 2013-12-12 at 15.59.56Henley Business School’s Professor Bones says: “The line manager is the lens through which I see the organisation, and how the organisations sees me.”  This makes interesting interrogation.  It is no secret that management is one of the most important components of any persons job satisfaction and ultimately, their engagement with their role and tasks.

Individuals don’t leave bad companies, in many an exit interview, it is clearly understood that people tend to leave bad management.  Alternatively, great managers produce high engagement levels, motivation and loyalty to the cause.

At the heart of this dimension is that staff want  managers to care about them as professionals in their role and what they have to offer.  They require a belief that their manager wants them to succeed, and appreciates all the effort they expend in attempting to do so.  This is what is commonly known as management hygiene: the ability and competence of managers to know what motivates individuals; know how to create clarity and transparency; and know how to recognise and reward a diverse range of contributions.

So there are 5 key components to good manager hygiene:

  1. a habit of amplifying accomplishments;
  2. a natural tendency to thank people for their efforts and contributions;
  3. a bias towards positive feedback;
  4. ensuring people are put in a position to succeed; and
  5. strong communication skills.

In a recent survey, the question:

“My immediate line manager recognises and appreciates good work”

33% of respondents replied that they only received weak recognition and appreciation and only half were more positive about it!

The question:

“What has a greater impact on performance – negative or positive feedback?”

was a bit of a no-brainer to OD-types like myself!  Not surprisingly 94% of respondents replied, positive feedback.

So if you would be so kind as to complete the below poll, I would like to take the temperature of what’s going on in the Aresko audience workplace.  I will keep all responses anonymous, its the results I am interested in.  If you will answer this simple question then press “VOTE”, then most importantly, if you could share this article with your respective networks for additional voting, I would be eternally grateful!


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Sharon Davidson
Organisational development professional specialising in personal, team and whole organisation improvement. Full range of OD tools and techniques available including: Belbin team role analysis; learning style inventories; 360 degree feedback; cultural assessments; personality psychometrics; strategic planning and workshop facilitation. (This list is not exhaustive!)

Improvement is everyone's concern: +44 1550 720902 will start that process today.

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