The only aspect of transformation and change where managers score higher than individual contributors is individual input, which measures whether people feel encouraged and supported to share their views on planned and/or ongoing transformation activities.
It’s clear that managers have a more negative experience of transformation and change compared to individual contributors. But is the same true for all management levels?
As part of our analysis, we segmented managers and employees into different groups based on the number of direct and indirect reports within their team, resulting in four groups:
- Individual contributors: employees without any direct reports
- Frontline managers: managers with only direct reports
- Middle managers: managers with both direct and indirect reports
- Senior leaders: managers with the largest employee segments
Categorizing managers in this way reveals that perceptions of transformation and change get more positive the further up a manager is within the organization. This disparity highlights the top-down nature of transformation within many organizations, with managers and employees often expected to simply implement change, rather than help co-create it.
To learn more about the impact of ongoing transformation and change on managers and employees, plus the key focus areas for organizations in 2024, download the full report.