You’d think alignment between managers and employees would be a necessity for workplace success these days, especially with the rise of remote work, but a new survey found there are still notable disconnects.
In Checkr’s December 2023 survey of 3,000 American workers, they found that 71% of management feels they have great relationships and open communication with workers, while only 58% of employees feel the same way; and 54% of leaders say they truly care about the development of workers, but employees feel that only 36% of managers truly care.
Interestingly, there was also a divide between managers and employees around remote work. The survey found more than two-thirds (68%) of managers want remote or hybrid work to continue, but less than half (48%) of employees feel the same way. Meanwhile, 56% of managers said they thought it was a red flag if a worker is passionately against returning to the office, while only 38% of employees felt that way.
Perhaps most alarming—but not surprising, considering the other differences of opinion—the survey found that 59% of managers said they believe they’re doing a “good to very good” job addressing mental health issues, while 39% of employees said managers are doing a “poor to very poor” job in this arena.
Such disconnects can have serious repercussions for the health of your business. It got me thinking about how important it is to regularly check in with your workforce—at all levels—so you can identify whether these disconnects exist in your ranks, if so how to remedy them, and how to put procedures in place to prevent them from developing again.
First, to gauge alignment, organizations need to assess key indicators around shared goals, understanding, and communication. A few ways to do that might be reviewing everyone’s understanding of organizational goals, departmental objectives, and how each person’s role plays into the bigger picture of achieving these goals. Collaboration is paramount.
There should also be consistent and regular communication among the different groups, as well as reviewing feedback and performance reviews to ensure feedback is constructive and actually makes a difference. Of course, employee engagement and satisfaction surveys are helpful in determining where they stand and whether there is a shared sense of purpose among all employees. Consider, too, whether managers and employees share similar values and contribute positively to the organizational culture. Alignment here ensures that decisions and actions are in line with the company’s ethos.
If you do identify disconnects, it’s critical to address them right away so you can course-correct and prevent them from happening again. Put processes and procedures in place to ensure regular communication between managers and employees—and not just communication for “show.” The communication should encourage honest feedback and opportunities for real improvement. Successes, too, should be highlighted and celebrated.
What are some ways you work to ensure alignment between your organizational leaders and your front-line employees?