Culture of bad management revealed as 43% claim their line managers aren’t performing… A new survey has found that 43% of managers regard their line managers as ineffective. Chartered Management Institute and Penna worked with Henley Business School on developing the study and unsurprisingly they uncovered a strong link between perception of management ability and organisational performance. The survey drew on responses from 4,500 managers, including 300 CEOs and 550 HR managers. Just 39% of managers in organisations that weren’t performing well thought their line managers were carrying out their role effectively while in high performing organisations 80% felt their line managers were doing a good job.
A key concern raised in the study was the provision of training and development for managers to improve their skills. Participants in the survey rated accredited learning qualifications such as MBAs highly in terms of relevance and impact on management performance but the majority of businesses failed to offer this kind of training opportunity. Instead many managers worked on shorter courses or only learned on the job which was considered a far from ideal scenario for many of those interviewed for the report.
Another finding from the survey was the higher expenditure on management training by the better performing organisations – they spent an average of £1,738 on each manager per year versus the £1,275 invested on manager training in less successful organisations. The implication of course is that greater investment in employee training can pay off in terms of the overall performance of an organisation.
Christopher Kinsella, chief executive for CMI commented on the results:
“This report contains good and bad news for UK managers. The bad news is that a culture of bad management continues to damage UK plc. But the good news is that organisations who are investing strategically in management and leadership development are far more likely to be reaping the benefits through higher performance. What is more, it is within an organisation’s own power to make that change – by investing in management and leadership development wisely, employers can make a real, measurable difference.”
The chief executive of Penna, Gary Browning said:
“Developing effective managers not only impacts the business – they make better decisions and follow through – it also releases the potential of the people who work for them. The research shows us that having an effective manager means employees get more effective development and feel more positive about their ability to manage their own careers. We have seen through working with many employers the tangible difference that can be made by organisational commitment to management and leadership development. As the world economy starts to grow, British business needs to remain highly competitive; the ongoing development of our top talent will help us retain our position.”