Supervisors Driven By Bottom Line Instead of Focusing Employee Well-Being Perform Worse (Study)

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I doubt this incredibly surprising

👉 Supervisors Driven By Bottom Line Fail To Get Top Performance From Employees, Baylor Study Says

High-BLM supervisors create low-quality relationships with their employees.

In turn, employees perceive low-quality leader-member exchange relationships.

Thus, employees reciprocate by withholding performance.

When supervisor BLM is high and employee BLM is low, the damaging effects are strengthened.

When both supervisor and employee BLM are high, the negative performance is still evident.

Thoughts?

Top comments (12)

Yaser Al-Najjar • Jul 28 '19 • Edited

I really find the idea of having a "supervisor" within a successful company is kinda exotic.

Cuz before you hire your employees, you should be trusting what they'll do.

And, the weekly or monthly KPIs of your business would be your best friend (telling you when things are going wrong).

I'd like to quote this from the CEO of Weebly:

Often, the first time I find out about a product feature is reading about it on our blog. It shocks most founders to hear this, but I know I’ve done my job well

Jeremy Grifski • Jul 28 '19 • Edited

This quote is awesome!

I'm in the process of writing an article about my transition back into academia, and one of the things I hated about industry was being micromanaged. If I were to ever run my own company, this quote sums up exactly how I'd want it to run. In fact, it's how I run a lot of my open-source projects. I let people just sort of take it and run!

Yaser Al-Najjar • Jul 28 '19

FUCK MICROMANAGEMENT!

Kat • Jul 28 '19

I like it when research backs up something I have been arguing at people for some time now, but I get called "sensitive". Maybe I'm the right type, but I keep doubting myself anyways haha. All types need to ship, all types need different types of support.

Kevin K. Johnson • Jul 29 '19

Every time a woman is called "sensitive", I get to kick middle management in the balls.

Sean Allin Newell • Jul 28 '19 • Edited

People aren't robits after all.

Kayla Sween • Jul 28 '19

Definitely not surprising. When employees don’t feel valued, they’re not motivated to perform beyond what’s required.

Eugene Cheah • Jul 29 '19

Given the number of people who graduate straight into "managerial" roles.

I would say it is valuable to have experience working under both good, and bad managers in smaller jobs (may not be related to programming even)

As it helps one make this result kinda "duh" - especially if you have worked under bad managers.

That being said - the science and math nerd in me would like to point out that 866 people is a limited sample size. As "obvious" as it is, i would really like more data 🤓