Senior manager's
departure can hurt productivity
Employee productivity can take a big hit when the boss
leaves, according to research released today by Robert Half
International Inc. (NYSE: RHI). Both workers and CFOs believe
having a vacant senior manager role has an adverse impact on the
team's efficiency.
Decreased morale and motivation were the biggest reported
causes of lost productivity among both groups - 42% of workers and
35% of CFOs - followed by concerns over increased workloads and
fear about job security or relationships with the new boss, cited
by 24% of workers and 31% of CFOs.
Workers and CFOs were asked, "To what extent, if any, do
you believe a senior manager's voluntary or involuntary departure
from the organization impedes employee productivity while the role
remains open?" Their responses:
•Greatly impedes: Workers, 11%; CFOs, 15%
•Somewhat impedes: Workers, 48%; CFOs, 55%
•Does not impede employee productivity at all: Workers, 33
%; CFOs, 30%
•Don't know: Workers, 8%; CFOs, 0%
"When there are changes in management, employees often
feel distressed by the unknown," said Paul McDonald, senior
executive director at Robert Half. "To help ease the transition and
allay any concerns, it's essential for employers to communicate
openly and often with staff."
Robert Half provided managers with advice to avoid a drop
in productivity and help employees effectively navigate changes in
leadership:
•Cultivate succession and hiring pipelines. Know who in
your department or company might be ready to move into a bigger
role, and keep a trusted recruiter on speed dial.
•Consider an interim boss. If you don't have someone who
can step into a leadership position immediately, hire an interim
manager to keep projects moving and workloads in check.
•Move quickly. Minimize the time of uncertainty by filling
the role swiftly yet smartly, making sure you check off all
necessary steps.
•Keep everyone informed. Updating your team about the
progress of the search for a new manager can help improve staff
morale and keep rumors to a minimum.
根据罗致恒富（纽约证券交易所代码：RHI）的一项研究，上司离职会使员工的工作效率受到大冲击。员工和首席财务官们都认为空置的高级经理角色对团队的效率会产生不利影响。
降低员工的士气和积极性是最大的生产力损失，42%的员工和35%的首席财务官对此表示认同；紧随其后的是对工作负荷增多与工作安全或与新上司之间关系的担心，42%的员工和31%的首席财务官对此表示认同。
当员工和首席财务官问道："一位高级经理自愿或非自愿离职造成职位空缺，对员工生产力有多大程度的阻碍？"他们的回答是：
•大大阻碍：员工，11%；首席财务官，15%。
•有些阻碍：员工，48%；首席财务官，55%。
•一点也不会妨碍员工生产力：员工，33%；首席财务官，30%。
•不知道：员工，8%；首席财务官，0%。
罗致恒富高级执行董事Paul
McDonald表示："当管理层发生变化时，员工往往会因未知而感到苦恼，为帮助他们平稳过渡、消除顾虑，雇主经常公开与员工进行沟通非常重要。"
在领导层发生变动时，管理者们要避免生产力下降并帮助员工有效应对变化，罗致恒富提出的建议如下：
•培育继任者和招聘供给线。要了解你的部门或公司的哪些人可以准备承担更重要的职位，并让一个值得信赖的招聘人员快速与之联系。
•考虑招聘临时管理者。如果你没有可以立即走马上任的领导职位人选，可以考虑聘请临时经理来维持项目的进展和工作的审核。
•快速填补岗位空缺。通过快速而有效地填补该领导职位的空缺以使不确定性最小化，要确保你核查了所有必要的步骤。
•让每个人都了解实时信息。让你的团队了解寻找新经理的进展，可以帮助提高员工的士气并将谣言控制在最低限度。
小毛热线：021-32508112
翻译人：毛毓郁
来源：
http://www2.staffingindustry.com/site/Editorial/Daily-News/Senior-manager-s-departure-can-hurt-productivity-Robert-Half-surveys-find-41120