Five Critical Areas Where People Managers and Their Organizations Are Misaligned on the Definition of Success—and Its Effect on the Bottom Line

The Predictive Index released a new report surveying 220+ management-level leaders highlighting how success as a people leader looks dramatically different in 2024 compared to five years ago.

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Success Looks Different in 2024. Five critical areas of misalignment between people managers and their organizations. (Graphic: Business Wire)

86% of survey respondents say their views of what makes a successful people leader have changed in the last five years, but their organization’s views of success have not caught up.

The new report highlights this difference in industry perceptions and individual leader perspectives on what makes a successful leader, including insight into five areas of misalignment causing friction:

1. Undefined roles and responsibilities. More than one-quarter of organizations (26%) in our survey do not clearly define roles and responsibilities for people leaders today.
2. Insufficient training opportunities. Nearly one in four survey respondents (23%) say their organizations view insufficient training as one of the most significant challenges impeding people leaders’ success.
3. Undefined success metrics. Nearly one-third of organizations (30%) in our survey do not have a formal way to measure the success of people leaders (e.g., a rubric).
4. Poor work-life balance. Only 10% of organizations in our survey prioritize promoting healthy work-life balance as a key criterion for successful people leadership.
5. Misaligned goal tracking. People leaders are 50% less likely than organizations to say their teams are “always hitting their goals.”

“People want to be good at what they do, but employees can become disengaged for a number of reasons,” said Will Otto, VP of Talent Optimization at The Predictive Index, the data-driven HR platform to hire top performers, develop effective managers, and retain your people.

“Maybe they’ve been sent the message, either implicitly or explicitly, that their work is not important to the organization’s strategic goals, or maybe they’re unclear about what it takes to reach the next stage in their career. Creating a framework that supports roles and responsibilities or defines what success looks like brings greater alignment to your company mission and a greater understanding of future advancement opportunities.”

Discover the critical elements holding back people managers from achieving the newest version of success and what organizations can do to help them get there. Access the full report at https://www.predictiveindex.com/learn/talent-optimization/resources/surveys-reports/people-leader-report/?utm_medium=referral&utm_source=pr&utm_content=2024-manager-report.

About The Survey

The survey report was conducted in partnership between HR Dive’s studioID and The Predictive Index. The findings of this research are based on an online survey conducted from March 25, 2024, to April 3, 2024. A total of 220+ respondents participated in the research, all of whom have manager titles or above. Respondents come from various industries, including Financial Services/Real Estate/Insurance, Technology/Software, Healthcare, and Education, and all participants work for organizations with 100 to 999 employees.

About The Predictive Index

The Predictive Index (PI) is the data-driven HR platform to hire top performers, develop effective managers, and retain your people. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at www.predictiveindex.com.

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