The Connector Manager

Why some leaders build exceptional talent — and others don’t 

Is your management style harming employee performance?

Seven in 10 organizations have already made significant changes to their performance management approach, with most focused on increasing manager involvement. However, there’s a problem with “Always On” managers — they actually degrade employee performance by up to 8%. Employees can become disengaged by frequent feedback, find manager direction irrelevant, and manager skill gaps can lead to inaccurate and misleading development.

What do the best managers do that others don’t?

Connector managers are defined by their ability to personalize employee development for employee resonance, power the team for peer development, and partner for best-fit connections. This triples the likelihood that their direct reports are high performers, while also driving employee engagement by up to 40%.

Gartner ReimagineHR Conference 2019


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Gartner enabled our managers to prepare to move our organization forward in the future.

Head of learning and development, finance company

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