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“Connectors” Make the Best Managers

Rethink the manager’s role in driving employee performance

“Always-On” managers hurt 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.

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

Head of Learning & Development, Finance Company

The high-performing manager is a Connector

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%.

Harvard Business Review: Managers Can’t Be Great Coaches All by Themselves

Based on Gartner's Connector manager research and featuring insight from Jaime Roca (Senior Vice President, Gartner Research), this article details why leading organizations are shifting their focus to developing Connector managers in order to drive employee performance. 

Rethinking manager-led development

Learn how to develop managers who can increase their employees' performance by up to 26%.

ReimagineHR 2018

Network with leading CHROs and HR leaders, hear from HR experts, get one-on-one guidance from Gartner analysts and explore new solutions. Gartner ReimagineHR 2018 provides the insights you need to understand HR’s role in leading digital transformation.

Gartner’s Talent Analytics Expert

Brian Kropp

Group Vice President, Gartner Research

Smarter with Gartner

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