UK Managers – The Five top bugbears of UK management

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UK Managers
UK Managers

UK Managers Top Bugbears

A survey today shows what UK managers really want from their work. The Chartered Management Institute and Adecco revealed new findings from the 2005 ‘Motivation Matters‘ survey.

The research shows UK managers are eager for recognition. They fed up with workplace cliques. Furthermore, they are in need of guidance as they try to realise career ambitions. The CMI, therefore, asked over 1,800 individuals to identify the top barriers to progress at work and how to overcome these. The key issues they highlighted were:

Better prospects for promotion

With many employers creating a flat organisational structure it is no surprise that 48 per cent of junior and middle managers feel hampered by a lack of opportunity. Furthermore, two-thirds of respondents also suggested they will have to leave to gain promotion.

Right of entry

‘I am not part of the ‘inner circle‘ of influential people’ was one comment. 27 per cent of managers also claimed that social pressure at work and old boys‘ networks combined to create feelings of exclusion. However one-third of respondents (36 per cent) suggested that informal mentoring schemes could address the problem.

Access to advisors

A lack of career guidance (17 per cent) and minimal provision of training and education programmes for junior managers (23 per cent) highlighted gaps in some career development initiatives. However, demonstrating a resilient and determined approach, managers observed that ‘Career progression is left up to me. I don‘t, therefore, expect my company to advise me’.

Recognition of talent

18 per cent of managers said age has restricted career opportunities to date. 1 in 5 senior managers claimed that their age hindered progression. Revealing that managers want promotion based on recognition of their abilities 33 per cent also said they want their peers to assessed them.

Flexible approach to work

Although managers are happy to work long hours, one in 3 feel that work commitments curtail leisure activities. So, many respondents suggested as ways of accommodating professional and personal lives:-

  • compressed working weeks (31 per cent),
  • annualised hours (25 per cent) or
  • sabbaticals (22 per cent) .

Determined to Succeed

The survey also shows that managers clearly want vey much to succeed. 58 per cent cited the challenge of the job as a major reason for joining their current employer.

Jo Causon, director, marketing and corporate affairs at the Chartered Management Institute, says: ‘Managers are, therefore, clearly motivated by their desire to perform and progress. However, to retain highly committed managers, organisations need to invest more in providing opportunities to:

  • develop new skills,
  • design more challenging roles and
  • enable people to meet professional and personal commitments.’

‘Stretch Us’ Managers Say

‘Motivation Matters‘ also revealed that managers want to be stretched and would welcome the challenge of special assignments. More than half of those experiencing secondments or project management, therefore, believe that these are effective development tools.

Richard Macmillan, Managing Director of Adecco UK and Ireland commented, ‘Individual managers need to review their career plans regularly. However, employers must also play a part in developing staff.

Moreover, talented people will move if they are no longer satisfied in their role. Organisations need to listen, therefore, if they are to foster environments which demonstrate a commitment to individual and organisational values.’

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