Global events have propelled hybrid working, emphasising the need for an agile, diverse workforce with a focus on flexibility, work-life balance, and growth opportunities. Amid mental health challenges, employee well-being is crucial. Line managers, pivotal in employee experience, require development. What are the key areas of development for line managers?
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Global events of the past four years have accelerated hybrid working, fostering an increasingly agile, diverse workforce. This has enabled people to exert more control in how they shape work around their lives. As a result, employees want to work in organisations offering flexibility, work life balance and opportunities for growth1.
More employees are also grappling with the mental health implications of the cost of living crisis, conflict and natural disasters happening across the world. Employee wellbeing is therefore an increasingly important priority for organisations now and in the future.
Line managers are at the forefront of employee experience, playing a pivotal role in how successful organisations respond. With 75% of workers leaving their jobs for reasons that could be directly influenced by their line manager, significant investment in developing the right skills in line managers is going to be essential2.
Good line managers are not born, they are nurtured and supported to become highly effective. Too often employees are left to their own devices, with little or no guidance on what ‘good looks like’. Now and in the future, these are key elements to focus on with the line manager population:
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