The (Employee) Benefit of Better Leaders And Better Managers

I was inspired to write this post after reading an article yesterday by Gallup called "The No. 1 Employee Benefit That No One's Talking About." Here's an excerpt that summarizes the piece:

Most companies don't currently think about great managers as a benefit or publicize that benefit to prospective employees.

It's a huge missed opportunity.

To attract the best employee talent, every company should publicize great managers as part of their employee value proposition (EVP).

The reason I was inspired by the article is because it reminded me of the main reason we promote career opportunities at the companies that are going through, or have completed, our Apprenticeship program. We believe they have better managers and "more emotionally intelligent leaders" simply because they've been through a rigorous educational program designed to help them get better, while other companies haven't.

After all, if I'm applying for a position at a small, growing company, wouldn't I be impressed that the executives invested their time and money into their personal development as leaders? And that, therefore, it's likely that they invest in their employees' personal development? Wouldn't I want to work for leaders who have taken classes on hiringculture, and emotional intelligence? And wouldn't I be more confident that, all things being equal, they are likely to be better managers as a result of this?

So starting this morning, I've begun to tell JuntoAlumni that they are indeed better leaders and managers, and that they are an employee benefit. Along with retirement plans, flexible work schedules, and training opportunities, a phrase like "better managers" deserves to be on their careers web page.

In our view, it will not only differentiate them from other employers, it will challenge them to deliver on the promise by holding them accountable to being better leaders on a daily basis.