Effective managers create relationships with each of their directs. And the best way we know to make that happen is to have regular one-on-ones. Meeting with each of your direct reports is nothing new. So why don’t managers make it happen? Here are the most common reasons we hear from managers.

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There are two main reasons managers must provide their employees with feedback. One, good employees want their managers to pay attention to their work. They want to “win” at their jobs. Instant feedback is the fastest way to create the learning loops they need to improve. And two, small issues are often only the surface of a larger problem.

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According to the most recent Deloitte Millennial Survey released January 2019, where the firm surveyed 13,416 millennials and 3,009 Gen Z youth from around the globe, a dark and foreboding pattern is emerging – and it should serve as a warning to organizations that will increasingly rely on these new generations of workers.

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Your self-leaders are like gold. They need training and support from management, but they do not need constant supervision and they answer a lot of their own questions. How can top-leaders find more self leaders? Here’s one thing to avoid and 4 suggestions for your managers to develop more self-leaders.

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Millennials likely now make up the majority of your workforce. And compared to their predecessors, this generation brings different expectations to work. Your leaders need both hard and soft skills to connect younger people to purpose in their work.

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