There has to be a better way

Managing people in the crushing pace of modern business has become a lost art. Employee engagement is dropping. All the productivity tools at our disposal are making things worse, not better. Free-floating anxiety is the norm. And we all see the news about the Great Resignation.

The impact is real. According to The ROI of Employee Engagement from Decisionwise:

• • Companies with highly engaged employees have earnings-per-share levels 2.6 x higher than companies with low engagement scores.
  • Organizations in the bottom quartile of engagement scores experience 41% higher turnover.
  • Companies with low engagement scores earn an operating income 32.7 percent lower than companies with more engaged employees.
  • A disengaged employee costs an organization approximately $3,400 for every $10,000 in annual salary.

What has the biggest impact on engagement? Managers and the culture they create. And yet, these critical roles are buried in a swarm of activity without the time and space to focus on the human side of work.

That is where Slow Management comes in. Borrowing from the Slow Food movement, the intent to slow down to focus on the quality and craft of  management.

Consider this a resource of practical tools that allow you to take back your time from the endless swirl and ways to apply that to the care and feeding of your team. We will tackle issues such as:

• • Setting goals that really matter–without taking half the year to figure them out and the other half to measure them.
  • Writing performance reviews in a way that provides concrete feedback and limits the burden on the writer.
  • The most important and simplest tool to manage email overload–hint, it’s a single button that is right in front of you.
  • The power of real transparency and how to achieve it to drive shared context

And much much more–blending the theoretical, behavioral, and practical.

To get started, here are some principles for slow management and why it has value in the workplace of today.

Dig in. Share your feedback, thoughts, and ideas. See what works for you–and just as important, what doesn’t. We are all in this together.