You’ve heard the slogan “a company is only as good as its best employees,” and it’s true. Regardless of what industry you’re in, or what product or service you bring to market, having passionate, competent people is crucial to any organizations’ success.
But what about the people who manage those people?
Quality managers can be the difference in employees treating their jobs as a nine-to-five grind or exciting, fulfilling employment. That, in turn, makes the difference for clients and customers, who reap the benefits of working with an engaged, passionate employee who believes that what they do makes a difference.
Promotions and bonuses are few and far between, and are too often motivated by the company’s bottom line – with managers being rewarded for driving their people to exceed revenue expectations or find significant cost savings. Rarely does a manager’s time invested in their employees’ development, engagement and success get singled out.
Seeking to recognize these factors, Softchoice introduced a new award just for managers at its annual companywide Launch event this year called the Catalyst Leadership Award. The Catalyst recognizes one or more vitally important managers each year who go above and beyond to drive positive transformational change for their teams, themselves and the company at large.
The inaugural Catalyst winners were Cathy Giallo (Credit Analysis Manager) and Eric Gardiner (Corporate Communications Manager), both well-known and well-regarded leaders from the Toronto office. While in vastly different roles within the company, both were recognized for not only having a noticeable impact on the company’s overall success, they were singled out for being known as the go-to people in their departments for employees to ask questions, seek advice, and resolve challenges of any kind.
Recognizing this type of managerial style has a lasting positive impact throughout the company, compared to managers that focus primarily on exceeding sales targets, for example, who risk alienating their direct reports – who will then disengage, develop poor customer relationships, and eventually leave the company that they have no personal investment in.
Ethan Mollick of the Harvard Business Review concurs, saying management choices are the biggest contributors to an organization’s success, namely in nurturing creativity and driving innovation.
The Ivey Business Journal’s Paul Osterman also finds that good managers aren’t as dispensable as many believe. In fact, a series of interviews and surveys led him to believe managers to be absolutely crucial to a company’s success.
A company is only as good as its best employees, but its best employees are only as good as their managers. Their focus on training and developing the managers of tomorrow is also key to their organization’s overall and on-going success.
What do you think? How does your organization recognize excellence in management? Leave a comment below to continue the conversation.