Employee engagement is not an HR problem, it’s a management one.
Organizations have relied on traditional HR tools to help them “manage performance” for far too long. And for the most part? They’re more of a distraction that prevents us from getting work done than anything else.
Yet here we are, filling out pulse surveys and annual reviews so that our HR teams can get the data they need for their reporting. Meanwhile, our team isn’t selling, shipping, or supporting more because of it. It’s just bureaucratic tasks that turn otherwise productive people into data inputters for executive reports which are read, on average, by one person.
“I won’t focus on how you’re feeling until you tell me you’re feeling 1/5.”
“Do you like your job yes or no? Let’s not get into specifics about it though”
“Let’s put performance conversations in the parking lot until our next review 6 months from now.”
“Let’s teach our employees that the best time to give feedback is anonymously in a 360 review.”
Let’s be honest, as much as these things ☝️are correlated with performance, they aren’t the cause of it. They don’t really do anything to engage or improve the performance of your employees they just measure it (ineffectively in our opinion).
What does? You.
The #1 reason an employee shows up and tries? Their direct manager. It’s not the free lunches, ping pong tables, unlimited vacation, or a fancy beer cart. These material things mean nothing when it comes to people trying their best every-single-day. Employee engagement is not an HR problem, it’s a management one, and we think it’s about time someone built software to help managers with these problems, rather than just helping HR with their reports.
“People don’t quit jobs, they quit managers”
Bad bosses lead to poor performance. There’s no amount of surveys you can do to change that. It’s time to start spending our resources on turning good bosses into great ones.
Rarely are managers set up for success in their roles. That needs to change.
Does this sound familiar?
You start off as an individual contributor, a high-performing one. You’re great at your job and you know how to “do” it. One day, you get a promotion, and then another one. All of a sudden poof, someone disguises a career change as a promotion and you don’t “do” anymore. Instead, you now help others “do”.
Your role is now less about “doing” and more about nurturing others to “do” as well as you. You need to figure out how to make more of yourself.
The average manager goes 10 years into people-leadership without any formal training. That’s 10 years of trial and error on people’s lives. Repeating the same mistakes that every previous manager has already made.
Is the solution then more coaching and training sooner? Sure, in a dream world. But we’ve got 90 days to hit our quarterly goals and we’re already behind. So here, read a book and hope it helps get you up to speed quickly — the same thing we’ve been doing for decades.
We’re on a mission to make better managers.
If you’re anything like the rest of us, your biggest challenge is juggling your team with the rest of your responsibilities.
That’s why we built Hypercontext: A platform to help managers juggle their team activities while coaching good management habits. Turning your “meh” one-on-ones into high leverage opportunities to get the most out of your team. Your weekly meetings into a productive rhythm that builds the team up. Ultimately turning chaos and stress into an organized, calm, incredibly productive week for your whole team.
Hypercontext is the first platform designed to help those with the unique burden of managing people off of those who manage… people, without all that HR junk slowing you down.
Think about it: Marketing, sales, customer success, engineering, design, HR … Every department has software to manage their tasks. Yet, at a certain point, your tasks become people-tasks. And those shouldn’t live in a CRM, an issue tracker, or project management software. And they definitely shouldn’t live in Google docs, Apple notes, or a paper notepad! Shouldn’t you have a tool for the people parts of your job too?
We think it’s time someone stepped up to the plate.
“If you analyze any problem for long enough, it ends up sounding like a people problem.”
– Des Traynor, Co-Founder and CSO, Intercom
- You struggle to juggle your team with everything else.
- The team isn’t as aligned. Some people are confused, others are frustrated.
- As a result, it’s SO hard to hit your goals.
- Your direct reports dread one-on-ones and team meetings. They feel that they’re a waste of time, and even worse, should have been an email.
- You get caught by surprise because it turns out your employee has been frustrated for months… And you’re only now aware because they’ve handed in their notice.
- The stress of work keeps you up at night.
- You feel like, rather than juggling all of your responsibilities, you’re balancing them.
- Your team feels supported, they’re focused and actually excited to come into work.
- Meetings are more productive than ever, the team is completely aligned and you’re hitting your team goals.
- Your ongoing conversations with direct reports has allowed you to build up a lot of trust, which means that…
- …When issues come up, you’re aware of them as they come up.
- Having a cup of coffee too late in the day is what keeps you up at night.
We’re helping leaders manage their teams day-to-day through feedback, transparency and trust. With Hypercontext, managers see their leadership role as day-to-day rather than quarterly or annually.
If you’re ready to join the 100,000 managers who are taking a proactive stance, take the leap and get started with Hypercontext today.Sign up for Hypercontext