Managers Wish A Change

A New Working Phenomenon

45% of Managers have admitted the wrong choice of field in which they currently work and 15% of Managers really plan to change their branch in the future.

Our company Anderson Willinger, the first Executive Search Boutique in Central and Eastern Europe, has conducted a research of 200 managers from Central and Eastern Europe.

Employees Wishing to Change Their Branch

Two years ago, a change in the field was rather a question of exception, but the situation of today is different. "In the light of the financial crisis, the employees feel in their positions more bounded and call for greater freedom, which often emotionally do not find at their current employers. So they start to look in other branches”, says Lucie Teisler of Anderson Willinger. Most managers interviewed claimed that they expect bigger stability and progress in other sectors. The idea of change is supported by most managers of the financial services and retail. It should be noted that these two areas were strongly affected by the crisis, although currently undergoing revitalization.

Lack of Motivation

Another cause is a dissatisfaction at work. In the range of senior managers is not content about a manager of four. The greatest dissatisfaction is present again in the financial services sector and retail. Managers cited as the main reason the fear of redundancy (a third of respondents) and greater stress related to the amount of work they take after dismissed employees (roughly half of the managers). "Such high number also reflects dissatisfaction among others the lack of support for motivation, which occurs mostly in terms of communication," says Lucie Teisler. Most respondents also told us that they do not expect promotion within the next year or two, which is a big change from earlier years, when the there were steep career practices. The reason is a non-overestimation of skills and seniority teams. Moreover, managers admit that they lack improvements in the field.

Can be situation improved?

Lucie Teisler adds that employers may change the views of managers to influence and improve the situation with dissatisfaction and a possible departure to another field of their key people:

- Not only superiors but also subordinates are under pressure and they often do not know about tomorrow and do not have a sense of relief, but rather stress with increasing intensity of demand in a position. Communicate real state and also the perspective of the business field.

- Set personal goals for individual managers. If the manager has his goals too low, he will be de-motivated, This is a signal that is recommended to deal with as soon as possible, before he deposes.

- Build a sense of options, including personal responsibility. If the manager has no choice or no freedom, he is not able to work. Beware, it does not relieve clear boundaries, responsibilities and powers, but rather support.

If an employee decided to make a change, I recommend not to dissuade him, but rather to find a suitable way of compromise solution that will not harm any party. "According to our study, 80 percent of managers who want to change their branch fundamentally, they did so well in the next 12 months," says Jana Schovankova, PR Communicator from Anderson Willinger.