The percentage of managers who reported feeling burnt out at the end of the year increased 78% from the start of 2020. (Image: Shutterstock)
Managers faced a unique challenge in 2020. As many companies sent their employees home to work remotely through the pandemic, managers had to learn how to lead people when interaction was limited to Zoom calls and emails. A report by Glint, part of LinkedIn, examines how successfully they adapted to that challenge, and what it means for the future of teams.
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Glint found that people-centric managers — people who focus on engaging their team members more than on members' output — have a greater impact on their organizations' success.
Managers themselves reported feeling more engaged in 2020 with the percentage of employee engagement among managers increasing by 5%. However, in a year like 2020, that increased engagement also came with a significant increase in burnout. The percentage of managers who reported feeling burnt out at the end of the year increased 78% from the start of 2020 to almost 6.5% of managers. They cited overwhelming workloads, feeling disconnected from colleagues, and the ever-present struggle of balancing home and work demands while working remotely as their top challenges.
Managers reported feeling motivated by challenging tasks that suit their skill set and being trusted by their own bosses to make decisions.
"Managers will lead the charge to give employees greater ownership over their own growth and success. Those who inspire every team member to bring their best self to work will deliver richer cultures, higher engagement, more creativity, and better business results," Glint wrote in the report.
Employers can support their managers by opening multiple channels for honest feedback from superiors, peers and direct reports, creating opportunities for managers to learn and grow, and empowering them to make decisions and build their networks, according to the report.
The report identified four priorities for employers and managers to focus on going forward.
- Well-being. The report found 92% of employees say it's important to be safe and healthy at work.
- Belonging. 94% of employees stressed that it's important for their manager to help them feel like they are part of the team. The report found employees who feel like they belong are over five times more likely to feel engaged.
- Supporting remote work. 94% of employees want some flexibility to work remotely.
- Learning and growth. 91% of employees want managers to support experimentation and learning as part of their job. The report found opportunities for learning and growth makes employees almost three times as likely to feel engaged at work.
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