Great Managers Make a World of Difference

At the fictitious mega corporation in Severance (streaming on Apple TV+), work-life balance is taken to the extreme. Employees undergo a procedure that separates their work and non-work memories, referred to as the ‘severance.’ The upside: the ability to compartmentalize – no more feeling guilty about work while at home, or vice versa. The downside: constant tension between your two selves (your ‘innie’ and your ‘outie’).?

Although exaggerated, many American workers lived a version of this before the pandemic, feigning commitment to a job they found mundane to get promoted or simply to keep it. Thankfully, the last two years taught us one valuable lesson: in the real world, ‘severance’ is not possible, or healthy, or sustainable. Quite the opposite. Employees are choosing companies that create cultures where their skills, interests, ambitions, and authenticity are valued and supported. These companies make it a priority to invest in their people – and retain great talent because of it.?

The importance of an attractive culture isn’t limited to a buoyant labor market. Amidst an uncertain economic environment, retaining your top talent is core to riding what feels like choppy waters ahead. Workplace expectations shifted dramatically over the past two years, with people rethinking where they work, how they work, who they work with, and even why they work. A recent McKinsey survey found that 40% of people want to leave their jobs, citing the lack of career development and advancement as the top reason for quitting; uncaring leaders is another top factor driving people away.?

At Linkedin, learning skills and developing to ‘transform’ is paramount to employee experience. We define career transformation in ‘big’ and ‘small’ ways- from learning a new skill, adding a contact to one’s network, working with a different cross-functional team, to moving roles internally or being promoted. Our internal engagement data and listening shows that employees want to do this in an environment that is ‘challenging’ as well as ‘supportive’. It also confirms that managers play a hugely influential role in this transformative process.?

Nothing kills your motivation at work like a bad boss. Employees consistently report when it feels like their managers aren’t listening to them or challenging them to grow in new ways, there is no incentive to stick around.

Externally, this also holds true. LinkedIn data shows that only one in five employees feel supported in looking for their next role internally. Those who feel stuck are likely to look for their next growth opportunity elsewhere.?

This is critically important, even more so for remote or under-represented groups of employees in the context of future of work. There is a genuine sense of concern among workers who yearn for flexibility but meanwhile worry about ‘not in front of eyes, not on top of mind’. In other words, the lack of face time with managers and sponsors will create barriers to their perceived performance and/or potential, therefore decrease their opportunities to gain skills and insight either through a stretch assignment, or ad-hoc coaching conversation.

A great example that comes to mind is PayPal’s six-week development program for newly promoted people managers. This builds on a mix of live instruction, curated VP-led sessions, and on-demand LinkedIn Learning courses designed to help managers build team capabilities and a culture of inclusive leadership. PayPal’s EVP of People and Sourcing Kausik Rajgopal tells me the company's investment in these leadership development programs makes managers more intentional in their interactions as they work to build the careers of people on their teams.

This month, we are launching 'Leadership in Action'- a holistic leadership framework that outlines necessary skills for all levels of leaders to lead effective hybrid teams and role model our amazing culture and values at Linkedin. We are seeing great excitement and enthusiasm among people managers who sign up three academies focusing on themes 'Inspire', 'Achieve' and 'Grow'.

Great managers make a world of difference. With the right training and accountability, managers can learn to be more empathetic and tuned into supporting employees’ interests and ambitions to channel them in the right direction; and not having to resort to what we saw in Severance!