It’s said that when employees quit jobs, they more often leave because of bad managers rather than the company itself. And if that’s the case, developing great managers should be of prime importance to organizations, given their ability to minimize employee turnover and improve employee engagement.
That may seem obvious, but developing good managers still appears to be a mystery to many organizations, judging from the high level of disengagement among American workers reported in Gallup Polls and other studies.Things could be much different if companies took a more thoughtful approach to promoting and training managers, says Kim Dawson, director of
