In the past year alone, I’ve partnered with six different companies to improve employee experiences through coaching, training, and consulting.

Time and time again, I have observed the same thing:

Managers play a crucial role in employee safety, satisfaction and retention.

When it’s Good it’s Really Good.

At a recent “Giving & Receiving Feedback” workshop, a staff member stood up and shared something powerful:

“Caroline, you make a real difference for us. Your open door policy and willingness to listen make it easy for us to come to you when we’re unsure of what to do next.”

Research on employee satisfaction bears out this team member’s observation. According to research by both Gallup & McKinsey the main driver of job satisfaction for employees is their personal relationship with their managers.

It’s no surprise, then, that great managers often inspire genuine appreciation, as I saw at a post-retreat dinner where a team celebrated their manager with heartfelt speeches, handwritten notes, toasts, more than a few hugs and lots of tears.

When it’s Bad it can be REALLY Bad.

At the same time, when it comes to managers: When it’s bad it’s really bad.

In 1:1 coaching with job seekers, I’ve heard over and over that dissatisfaction with managers and leadership is a major reason to look for a new job. I’ve heard reports of everything from communication breakdowns to outright abrasive and controlling behavior.

Research shows that when employees don’t feel supported by their managers they start looking for the exits. In fact managers have a surprisingly strong impact on employees mental health – as much as spouses (69%) – and more than their doctor (51%) or therapist (41%)

Managers Need Support.

It is a hard pill to swallow – that managers may hold the key to employee satisfaction and profoundly impact their mental health.

Given the critical role they play, it’s concerning that fewer than 50% of managers feel that they have the information and skills they need to be exceptional at their jobs.

Managers also need leadership skills to contribute to the bigger picture.

Newly promoted managers, in particular, often lack the training necessary to navigate challenging conversations, manage team dynamics, set clear expectations, and provide constructive feedback.

Bottom Line.

Now, for a point of clarification – here’s what I mean about a manager. Managers aren’t just people with a title—they’re the direct supervisors who help you develop through the company.

Whether they’re officially titled as “managers” or are director-level leaders, their influence is profound. No matter where you sit in your organization – and a good manager makes a huge difference, but so does a bad manager.

Investing in their development is not just beneficial—it’s essential. Without training and ongoing support, we’re leaving our managers in the lurch and exposing our employees to unsatisfactory experiences that may lead to an exodus.

Introducing: Everything DiSC® for Managers

Starting this fall, I am offering an impactful, evidence-based and cost-effective training for managers called: Everything DiSC® Management.

In this program, participants take a research-validated, online assessment and receive a 27-page management-specific profile report that helps learners better understand their approach to managing and developing others—their perspectives on directing and delegating.

Then, in a customized workshop delivered either in person or online we will:

• Outline the basics of management and which elements might be most challenging for their style;
• Understand how their unique style informs their approach to directing and delegation;
• Learn strategies for improving employee motivation and developing the full potential of people with various DiSC® styles;
• Identify new ways to work more effectively with their own manager and leaders.

And if their workplace already uses DiSC® & Catalyst™ we will also cover:

• How to use Catalyst’s™ tools to create powerful management relationships and lead their team effectively.

If you want to tap into the power of training for transformational management → Let’s connect.