There are two types of executives who suffer the most right now and could cause disasters for the workplace

It is no secret that managers do not do well. They are below heaviest workloads, hid to spend their days Publish firesand the same existence of their papers is renewed scrutiny. But some groups of heads suffer more than others.

Manager’s commitment in general fell from 30% to 27%, According to a recent gallup report From data from more than 200,000 people from April to December 2024. Young female executives and managers, in particular, reported the strongest decrease: the levels of commitment of chiefs under 35 fell five percentage points, while this number for women decreased at seven percentage points.

Caps in general have had to deal with a number of business interruptions in recent years, including a point of view on retirement and post-paid billing, disturbed supply chains and the AI ​​revolution. “In an age when executives and employees seem further away from what they have been for years, managers have an almost impossible task to make everything work in the real world,” says the report.

It is unclear why there was such a strong fall in the levels of commitment to younger managers, but their rank and file brothers are also unpleasant. Younger employees in general reported higher levels of disassociation than larger generations, according to a Gallup report last year. And when it comes to trying even more major roles, many young people are ambivalent. For example, About 72% of z z Workers say they would prefer to remain independent than to take on average management functions, according to a recent poll of the Robert Walters hiring firm.

The fall of commitment among women managers is especially worrying, as they exist barrier This group faces leadership functions. Women are promoting or hired in roles that lead to management at a lower rate than their male counterparts, according to Linkedin The data of 2024 and these barriers can have significant effects on ripples, around, only about 11% of Fortune 500 delegates are women.

Disincutable managers in general may also have great impact for companies: this group may be the “Linchpin” When solving workers’ commitment problems. About 70% of the team’s commitment is attributable to managers, according to Previous research to Gallup. “If the managers are disassociated, so are their teams,” says the report.

But there are some steps that organizations can take to improve the manager’s experience. Chiefs receiving training inform only half of the disassociation levels of those who do not, according to the most Recent Report of Gallup. The teaching of this group is also essential and can increase its performance by up to 28%. And finally, ensuring that this investment continues is key: continuous development increased the well-being of the manager by 32%.

“When we consider the additional influence of the great managers on their teams, the training and development of managers can be one of the most effective well -being initiatives that employers can invest,” says the report.

This story originally presented to Fortune.com

Source link