• You should always be asking for peer review on a people management problem before you take action, whether that’s from your own manager or your HR team.
• Don’t blame, own. As a manager, it’s all too easy to abdicate responsibility and blame the person on the other side of the table when they are not doing as well as you’d like.
• Giving feedback is your most powerful tool for growing your people and your team. It’s also one of the hardest to get right.
• Celebrate your team’s successes and let team members know they’re making an impact.

There isn’t just one cause – the pandemic has pushed underlying issues to the surface, triggering a widespread re-evaluation of what’s important in our work lives. One thing that will always be on that list, however, is good management.

The data suggests bad management is a real and sig...