.” While many managers may not feel equipped to support their teams struggling with burnout, the truth is that many are themselves burned out. When that goes unacknowledged and unaddressed, the trickle-down effect can be quite consequential.
“While virtually all companies build business goals into managers’ performance reviews, very few do the same for metrics related to people management and DEI. This is an incomplete view of performance, but it's relatively easy to fix,” the report explains. “It’s increasingly common for employees to review their manager’s performance, and prompts to gather more expansive input can be added to employee evaluation forms.
Rewarding these behaviors may require some investment in measurement systems as organizations sometimes default to rewarding what is most easily measured or quantified. The report suggests, “companies can take steps to more clearly signal their expectations and reward results, such as sharing well-being and diversity metrics with all employees and publicly acknowledging managers who stand out for their efforts to support employees and foster inclusion on their teams.
ESG.