Leadership by Proxy Causes Low Employee Engagement
By Michelle Malay Carter on November 29, 2007
A Wyatt Watson survey in India found that the adoption of well known HR practices does not necessarily?equate to higher?employee satisfaction and engagement scores.
I could not discern specifically what “well known HR practices” the study is referring to, but I suspect it includes the current idea of managers handing over more of their managerial work to HR (orientation, job scoping, performance management, coaching, selection, training), leaving the managers with only their “technical” work to do.? I think we have gone too far in this, and the tail is wagging the dog.? I read somewhere recently that managers can now hire someone to fire their employees for them!
I contend that the strikingly?low employee engagement numbers, i.e. 29%, reported in recent studies by Towers Perrin and Gallup are due to the fact that more and more managerial leadership practices are being outsourced to HR.?? Employees don’t want leadership by proxy, they want it from their managers!
Instead of putting in systems to relieve managers of their managerial duties, organizations should be focused upon designing systems that clarify managerial accountabilities and authorities.? Further, they should be equipping managers with the skills and technology they need to effectively lead their employees.? The role of HR should be to help managers understand and discharge their duties effectively, NOT to do their duties for them.
I’m OK.? You’re OK.? Let’s fix the system.
?What do you think?