80% Of Employees Are Dissatisfied With Their Direct Manager*. Are You One Of Them?

Employee engagement continues to be a top priority for many organizations in retaining talent. Unfortunately, 75% of the causes of employee turnover are preventable (HR Dive). We are hearing more employees leaving organizations not because of the company, but overall leadership from their direct manager or senior leadership. Whether you are new leader or working with an existing team, we are always trying to inspire the most out of your teams. We usually start with understanding your team’s strengths and weaknesses, business goals and activities to name a few.

How do you establish a benchmark for your success, as a leader, besides results?

Depending on your leadership style, it can be easy to just focus on the results. Let’s face it, that’s what most job accountability and bonuses focus on. For some, focusing purely on business goals can be done simply by micromanaging every process. There are certain businesses that need to clearly spell out the process due to quality control and consistency. If that is not the case, what is it costing you and your team? What can you do to make this a better working environment? There are many suggestions to build employee engagement, and the common theme is an open line of communication between your senior leadership, direct manager, and your team.

How can you do this in an efficient and cost-effective manner?

It starts with you as a leader. Many organizations are using a survey based 360 model. This is typically done by a survey completed online to get a pulse of how your team is feeling in the current moment. Once that information is compiled, the manager is debriefed on the results. At Yellow Brick Road (YBR) there are three major categories, which can be broken down into 24 workplace competencies:

  1. Work and Execution

  2. Interacting with Others

  3. Thinking and Deciding

What makes YBR different, is that we incorporate a coaching component to assist the process, and establish either a semi-annual or annual follow up assessment to allow you to track your progress on your leadership development path. This is not a one and done process. Your development is our priority. Listed below are some of the benefits of conducting such an exercise for you and your team:

  • Increase Self Awareness – It’s about understanding your actions as a leader and how your team reacts to them. You may also find that it may uncover some blind spots that you were not aware off. This can be a great developmental opportunity.

  • Increase dialogue amoungst your the team - Allow for better collaboration and ideation, which improves overall working relationships.

  • Additional Follow up - We incorporate One on One and Group Coaching to hold you accountable to the goals that you want to reach with your team.

Why is this important to you and your team?

Highly engaged business units achieve a 10% increase in customer ratings and a 20% increase in sales / results (Gallup). This can start with a proven process to bring your teams to that level. You hired these great people because you know that they can do the job, and know their potential. Let’s ensure that your priorities align with your teams and vice versa.

If you would like more information or how a YBR 360 assessment can help your team, please feel free to reach us at info@yellowbrickrd.ca.

As always, your yellow brick road awaits you.

James Amarelo - Founder

Yellow Brick Road - Coaching and Consulting

*The importance of employee engagement – Dale Carnegie

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