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Line managers are the heroes of the post-recession workplace

Major research shows how to increase employee performance

London, 16 December 2010 - Research among 175,000 UK workers reveals that managers have put the bounce back into employees' step, according to research by HR consultancy ETS. Published today, a major new report, 'Performance management review', describes how companies can replicate this success:

(1). Companies can increase employee motivation to boost performance. In 2010, nearly three quarters (75%) of employees felt their company motivated them to do the best job they can compared to only two thirds (66%) in 2009. Line managers are central to this morale boost.

(2). Line managers need to support their teams in good times and bad. The good news is that more workers than ever before - eight out of ten (83%) - say they are well managed. Also, line managers are listening to employees' concerns, according to nearly nine out of ten (88%) of workers compared to 70% in 2009. Sam Arnold, Business Psychologist at ETS, commented:

Line managers play a crucial role in managing employees' performance. It is encouraging to see that employee-manager relationships are even stronger after the recession.

(3). One area where managers need to improve is sharing company objectives. Nearly two out of ten employees (18%) do not know what their company wants to achieve next year. Individuals are more likely to be productive if they buy into their company's objectives. Also, employees need to understand how their efforts contribute to the company's success - and currently only seven out of ten understand this, a fall of 7% from 2009.

(4). Companies are committing to employee development. Nearly eight out of ten (78%) of employees are happy with their training and development opportunities, a significant improvement from 70% in 2009. Investing in employees' training means that the workforce will be better equipped to capitalise on post-recession opportunities.

(5). Appraisals are still a source of frustration. According to Claire Fryer, Business Psychologist at ETS:

Employees are frustrated with delays in one-to-ones and mid-year reviews and some managers' inability to manage poorly performing staff.

Companies can address these frustrations - and increase performance - through automating performance management to free managers to have crucial conversations rather than chasing paperwork.