Do managers matter?

Interesting article in Workforce.com asking if managers matter anymore. Points to consider:

• Accenture's global director of leadership development Camille talks about the importance of keeping employees connected to organization and not falling into black hole. She says managers are crucial when it comes to an increasingly important retention factor: “The company that offers you the best experience is going to get you.”

• Employee engagement is a concept that captures retention—how committed employees are to their firms—but also reflects how willing workers are to put in extra effort on the job. Gallup has documented a connection between higher levels of engagement and higher productivity and profitability.

• Managers are vital to reducing the “virtual distance” that can exist in geographically distributed teams, one consultant says. Virtual distance refers to feelings of isolation among colleagues who typically communicate through e-mail, telephone or other technologies, and it can hamper financial performance and innovation.

How we watch

Some interesting media statistics:

• 30 percent of global consumers own a smart phone
• 45 percent own a portable video player
• 54 percent own a game console
• 58 percent own an HDTV
• In the U.S., 38 percent of consumers watched video on an ad-supported site, such as Hulu, and a quarter of them do so at least a few times a month.

I want what I want

Another interesting example of how employee demographics are changing the workplace.

A recent study conducted by Kelly Services, a world leader in workforce management services, outlined a global shift in workforce dynamics driven not by pay, but by a desire for fulfilling jobs.
- 51% of Gen Y responders are prepared to accept a lower wage or lesser role if their work contributes to something more important or meaningful.
- 62% of Gen X plan to look for a new job within a year.
- 46% of baby boomers, 35% of Gen Y, and 42% of Gen X say their career goals are not being advanced in their current job.

The overriding theme is people want their jobs to provide a degree of emotional fulfillment, even if it means sacrificing money and status to achieve it. Various employee types and motivation:

- Recognition for work and time structure.
- Recognition of their values and conviction, and are engaged by knowing their opinions matter, their conviction is respected, and that the mission of the organization is being upheld.
- Playful contact, preferring that their interactions be upbeat, fun, and stimulating.
- Knowing that they are unconditionally valued as a person.
- Solitude
- Lots of action in a short timeframe.