Dive Brief:

• The quality and frequency of manager interactions such as one-on-one meetings are key drivers of manager effectiveness, according to a Dec. 7 study published by Achievers.
• Tying manager effectiveness to employee engagement, the study highlighted managers' capacity for enabling professional development and recognition as activities that stand out among managers recommended by their direct reports.
• Forty-eight percent of managers recommended by their direct reports discuss professional development in 1-on-1 meetings, 41% discuss recent achievements and 40% discuss overall morale and engagement, according to the survey. Managers that discussed these topics frequently were also more likely to be recommended by employees.

Dive Insight:

Even after the coronavirus-related office shutdowns end, managers will still likely have remote direct reports. Additional research suggests employees want even more manager feedback in the current work environment. As a result, virtual performance management will require intentional effort.

"It's just learning a new way of doing things and having that growth mindset — which, at the end of the day, I think performance management is all about," Shelli Holland, vice president of human resources for Phone 2 Action, a digital advocacy startup, previously told HR Dive.

Improving the frequency and quality of manager interactions requires a healthy company culture that encourages investing in personal development and honesty and, according to Niamh Graham, vice president of global HR at Workhuman, every level of management needs to uphold these values.

"To truly engage employees in a way that won't overload them, a culture of constructive, helpful, and enabling feedback is necessary," Graham previously told HR Dive via email. "This starts at the top of the organization."

Cultures that empower employees are now embracing flexibility and expanding benefits, making sure to address mental health, parenting needs, and new skill requirements, among other things. 

The Achievers study finding on recognition aligned with recent research from a November University of Southern California Marshall School of Business report which found that 68% of employees are bothered a little or bothered a lot when they do not receive expected gratitude.

Managers have similar concerns as well. According to a survey by ExecOnline, business leaders grew increasingly concerned throughout the pandemic with maintaining culture and relationships with colleagues.