It's the Manager Summary

To build successful organizations in a rapidly changing world, managers must adapt their styles and focus on purpose, fairness, and engagement at work.

1. Millennials Seek Purpose, Not Just Paychecks

Millennials, born between 1980 and 1996, challenge traditional workplace norms. Instead of merely earning a paycheck, they want roles that connect to a larger purpose. Unlike baby boomers, who looked for meaning in family and community, millennials crave personal fulfillment in their careers.

These workers are more interested in career progression than workplace perks. Things like free coffee or a foosball table have little appeal compared to opportunities for personal growth and upward mobility. They want to feel valued and see a clear path toward career advancement.

Moreover, millennials prefer mentorship over traditional command-and-control management styles. They want regular feedback, emphasizing their strengths rather than focusing solely on areas of improvement. Regular conversations help them feel engaged and empowered, aligning with their desire for ongoing development.

Examples

• Millennials value roles with a clear social impact, often choosing companies known for environmental or societal contributions.
• Many younger employees lament rigid annual performance reviews and prefer instant feedback.
• Companies that replace traditional perks with meaningful development programs report increased retention among younger staff.

2. Define Brand by Defining Purpose

Companies must articulate their purpose clearly to resonate with both employees and customers. This purpose, a reason for existence beyond profit-making, drives engagement and builds loyalty. Yet, only about 25% of employees know their organization's mission.

Leadership sets the tone for this clarity. Defining purpose begins at the top before cascading through all organizational levels. A cohesive mission keeps everyone on the same page, driving a consistent brand message and improving the customer experience.

Managers, as the connection between leadership and staff, play a key role in bringing purpose to daily work. Through coaching-minded leadership, managers ensure employees align with organizational goals, improving satisfaction across the board.

Examples

• Patagonia’s environmental focus attracts staff who share its commitment to sustainability.
• Gallup research showed that employees familiar with their company’s purpose were more likely to feel engaged in their roles.
• Organizations that integrate purpose into recruitment and onboarding processes create lasting first impressions for new hires.

3. Beware of Subconscious Hiring Bias

Hiring biases often creep into decisions, limiting company diversity and missing top talent. Bias can take many forms, including being swayed by superficial factors or favoring candidates who seem familiar.

Appearance, or the "glare factor," often wrongly influences hiring. For example, a polished candidate may impress in an interview but underperform in practice. Similarly, over-relying on past patterns, like assuming candidates from certain companies will outperform others, leads to mistakes.

Confirmation and similarity biases further cloud judgment. Managers sometimes prioritize a gut feeling over facts or gravitate toward candidates who resemble themselves. This narrows the talent pool and can unintentionally exclude qualified candidates.

Examples

• A well-dressed but unprepared candidate might win an interview, while a less flashy, hardworking one gets overlooked.
• Sixty percent of managers misjudge a candidate's potential through unconscious bias, according to studies.
• Overconfidence in hiring ability leads to a lack of structured processes, increasing bias risks.

4. Follow a Four-Step Hiring Process

To find the best talent, companies need a structured recruitment process. Gallup distills hiring into four essential steps to help businesses reduce bias and uncover true potential.

First, analyze candidates’ past achievements and experiences to match job requirements. Then focus on five traits—motivation, organization, initiative, teamwork, and problem-solving. Evaluating these traits provides a strong indication of performance potential.

Next, multiple interviews with different panelists minimize bias and give a rounded view of the candidate. Lastly, consider offering internships or probationary projects, which provide real-world insights into individuals' aptitude and compatibility.

Examples

• Candidates evaluated for work style and team collaboration often outperform those chosen based on resumes alone.
• Structured interviews with diverse panelists reduce bias by avoiding over-reliance on a single perspective.
• Internships allow companies to observe candidates' skills before extended hiring commitments.

5. Regular Conversations Improve Employee Engagement

Communication builds trust and improves performance. Managers often overlook staying in regular touch with their team members. Yet employees thrive when they receive feedback and feel seen.

Effective communication occurs across three types: role orientation when starting new positions, quick weekly catch-ups to address issues or recognize effort, and developmental coaching for long-term career goals. These conversations foster connection and help employees feel valued.

Skipping these regular touchpoints erodes morale. Employees who lack feedback feel disconnected or ignored, which can lead to disengagement or turnover.

Examples

• Employees with weekly one-on-ones experience 31% higher engagement at work.
• Starbucks managers who incorporate short, regular check-ins report smoother team operations.
• Developmental coaching discussions help workers map out promotion opportunities, creating investment in their future.

6. Zero Tolerance for Workplace Harassment

Sexual harassment remains a troubling issue. Over 40% of American women report harassment at work, and most people believe it’s still a significant problem. Managers must stand firm with zero-tolerance policies and swift action to protect employees.

When offensive remarks occur, leaders must speak up to challenge inappropriate behavior. An uncomfortable laugh or silence only perpetuates a toxic workplace culture. Building clear reporting systems ensures victims feel safe speaking out.

Companies failing to address harassment risk fostering unsafe environments and damaging reputations. Leadership must set firm boundaries through words and actions.

Examples

• Companies that implement anonymous reporting systems see a rise in reported incidents and accountability.
• Gallup found that workplaces with zero-tolerance cultures are better at retaining staff.
• High-profile scandals, like those in Hollywood, underscore the damage caused by ignoring harassment issues.

7. The Rise of the Gig Economy

About a third of Americans are gig workers, contributing to a rapidly evolving employment model. These workers prefer gigs due to flexibility, though they miss the coaching and stability of traditional employment.

Gig roles range widely, from freelance designers to rideshare drivers. Most gig workers enjoy their freedom, with surveys showing about 70% would choose it over traditional work. However, they often lack reliable pay structures and access to development opportunities.

Managers must adapt to thrive in this context. Providing training, fair compensation, and collaborative environments for contract workers can build loyalty despite the unconventional arrangements.

Examples

• Uber drivers cite flexibility but lament payment delays, highlighting mixed gig economy benefits.
• Freelance designers often report better work-life balance compared to full-time roles.
• Companies offering temp-to-hire arrangements successfully convert top gig talents into long-term employees.

8. The Next Decade is About Automation and Soft Skills

With rapid automation, jobs requiring human connection or creativity will become increasingly valuable. Leaders can’t change the tech-driven future, but they can prepare their teams to excel in uniquely human roles.

Soft skills, like empathy and relationship-building, will set businesses apart. Employees who engage personally with customers will become more essential as routine tasks fade away.

Companies that prioritize developing team members’ interpersonal skills today gain a head start. Tomorrow’s outstanding employees will have both technical expertise and the relational abilities that machines lack.

Examples

• Automated toll booths replaced human operators in many cities; meanwhile, well-trained hospitality workers remain vital.
• LinkedIn reports interpersonal skills as top hiring priorities across industries.
• Singaporean employers offer communication workshops, preparing the workforce for post-automation demands.

9. Managers are the Linchpin of Change

Managers influence nearly every aspect of company culture. They’re the bridge between leadership aims and employee execution. If managers embrace and model desired changes, these transformations take root across organizations.

Managers also oversee the majority of one-on-one interactions and are key to fostering purpose among employees. Whether coaching through problems or enforcing policies, their actions make or break company objectives.

Organizations that invest in managerial development see higher engagement, better productivity, and less staff turnover. By training leaders as coaches, businesses empower their entire workforce to adapt and succeed.

Examples

• Teams with coaching-style managers report higher job satisfaction, according to Gallup’s findings.
• Managers who communicate brand purpose help employees deliver a consistent customer experience.
• Leadership development programs focusing on daily practices boost overall team morale and cohesion.

Takeaways

1. Offer employees regular feedback and encourage their growth through continuous coaching sessions.
2. Eliminate hiring biases by adopting structured, multi-interview recruitment processes.
3. Build a fair gig economy by offering freelance workers timely payments, development opportunities, and long-term pathways.