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Are You Being the Best Boss?
Thursday, December 15, 2016
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Nearly every expert on employee engagement agrees there is a single, most impactful, means of increasing employee engagement and performance: their manager.

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Are you being the best boss? Does your organization have the best managers?

In a recent post, I discussed the five common traits of effective managers that people want to work for. Here are the five simple ways to elevate the effect your managers have on your corporate culture and employee engagement.

  1. Ask all of your managers to think of who their best boss was throughout their entire career. Have them write that person’s name down on a piece of paper.
  2. Have all managers write down the three key qualities that made that person their best boss.
  3. Encourage all managers to pick up the phone and let that person know that they were their best boss—if they’ve never done so.
  4. Have all managers look back at the three best boss qualities they wrote down and aspire to become excellent on all three of those qualities.
  5. Challenge all managers to become someone’s best boss.

After contacting hundreds of managers who I helped navigate through this best boss exercise, I heard nothing but positive feedback. I encourage every manager to leverage the strategy of becoming someone’s best boss to boost employee engagement. It works.

About the Author

Kevin Sheridan is an internationally recognized keynote speaker, a New York Times bestselling author, and one of the most sought after voices in the world on the topic of employee engagement. He spent 30 years as a high-level human capital management consultant helping some of the world’s largest corporations rebuild a culture that fosters productive engagement, which earned him several distinctive awards and honors. Kevin’s premier creation, PEER, has been consistently recognized as a long-overdue, industry-changing innovation in the field of employee engagement. His book Building a Magnetic Culture made six bestseller lists, including the New York Times, Wall Street Journal, and USA Today. He also wrote The Virtual Manager, which explores how to more effectively manage remote workers. Kevin received a master of business administration with a concentration in strategy, human resources management, and organizational behavior from Harvard Business School.

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