Worklytics

Been a rough start to the year. How's your team holding up? https://lnkd.in/gSzf2RkS

If you resolved to be a better manager this year, you need to read this.

Resolve to be a better manager this year? That starts with knowing what to focus on. Our new Manager Scorecard helps you quickly pinpoint what's working - and what's not.

It's Tuesday. Chances are, you're in the office. Perhaps begrudgingly. 🤷♂️ Many of us still aren't convinced the commute is worth our time. 🚗 A big reason: Low Peer Density. In the office, we're not seeing the people we work with most often. A rise in distributed teams has scattered collaborators across work sites, which has decreased the value of your commute. If in-office attendance is critical, consider making execs more available onsite. Spending time with leaders can boost your team's "return on commute" -- helping offset low peer density.

Are you feeling lonely? Over the weekend, the The Wall Street Journal dug into what they've termed an "epidemic of isolation" at work. If you've been commuting into the office to take meetings on Zoom, you already know the jist of what they're observing. Philip Arkcoll chimed in with what we've been seeing in the data: There are benefits to facetime... but there are diminishing returns to time in person. Turns out that 1 visit to the office per month provides 90% of the network-building benefit. And most of us are being asked to return far more frequently than that. What are you seeing work (or flop) when it comes to building connection among your colleagues? Full article: https://lnkd.in/eqM9WbEw

What makes a good manager in 5 numbers... 🤼 Regular Coaching: Weekly 1:1s ⏰ Reasonable Team Norms: Minimal after-hours emails or DMs 🤝 Right Amount of Support: 1-4hrs of overlap a week ☕ Strong Company Network: 60-150 regular collaborators 👩💼 Predictable Facetime: Aim to meet in-person 1x a quarter Seems simple, but we know it's hard to hit the sweet spot -- especially with expanding team sizes. What's the number that matters most to you as a manager?

Your eSat scores have dipped. What are you going to do about it? One of the most frustrating parts of being a frontline manager is seeing your eSat scores drop & not knowing why -- or what to do about it. Outcome driver analysis shines a light on the behaviors behind those survey scores. So you know what to start - or stop - doing to improve results.

You've got a goal to hit. How do you spend your time... 💪 helping your strongest person crush it harder? 🏋♀️ working to lift your mid-performers? 🧗♀️ lending a hand to the folks struggling most with the climb? As managers, most of us know what we'd do. But it's a gut decision. It's what experience has taught us. Or what we read in a management book. There's a better way. Using outcome driver analysis, you can determine what strategy your top performing leaders are deploying. Giving you data that's specific to your company, your division, your fiscal year. Giving you confidence in your approach. So you can focus your time where it's going to matter most.

Are you doing too much? As a manager, you want to support your team. You don't want to micromanage them. But it can be hard to strike the right balance. One of my favorite parts of our Manager Effectiveness Report is a detailed look at manager behavior. Using outcome driver analysis, we can tell: 🤝 what % of meetings managers should join with their directs 📲 how frequently they should Slack with their team 📝 how much editing they should do of their directs' docs/code/slides ☎ how often they should initiate ad hoc catch-ups Specific, actionable targets that help you support your team -- without overdoing it.

Think back to when you were leading a team for the first time. How'd those first few months go? Makes me cringe to think about it. 😬 Many of us spend months (or years) interviewing and planning for the role. We read leadership books ... seek mentors ... get management certifications... Then, you find yourself in-seat. A new manager charged with leading a team for the very first time. And then, something throws a wrench in the works. 🔧 ....Maybe there's a global pandemic that fundamentally reshapes where, when, and how we work.... ...Or maybe there's a massive re-org.... ...Or a big change in the leadership team & priorities... You're left wondering, "What do I do now?" Then, your HRBP hands you the data. They've done a driver analysis to understand what makes for a good manager in your org. They can tell you the 5 or 6 things that you need to do each week. (And perhaps even more helpfully...) They can tell you the 5 or 6 things that you *don't* need to spend time worrying about anymore. It's clear. It's specific. It's actionable. It's what I wish I had when I was a new manager for the first time. And couldn't imagine trying to lead a team without knowing now.