Germany's most popular manager: Do we need a boss ranking?


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Leadership also means taking your employees, trust and Respect to win. Glassdoor has now awarded the most popular managers for the first time. But what does it really matter in the right leadership? How representative are such awards? And what impact does it have on executives?

Germany's most popular manager: Do we need a boss ranking? B_Glassdoor_Top 10 Most popular Manager_DE_2015.06.10


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Captain in adventure land Company

FAZ, one of Germany's most well-known newspapers, editor and Best of HR – Berufebilder.de®Author Carsten Knop writes in his book “Failed Titans”: The world of business is an adventure land. Anyone who enters this world and becomes a leader through imagination, skill and happiness can make a difference. There is no trace of the dreary sky, especially if success is achieved.

However, in order to achieve this sustainably, employees want and need to be taken along - under the banner of their company and their boss alike. The boss has to allow the emotional power that comes from the relationship of his employees to the company and to himself, but also to allow them to enter into this and to steer them in the right direction. He needs a lot of strength for that. And the success, if he adjusts then, is then really no excuse for bad behavior, but a request as a coach, so as a coach of his team to become even better in the future.

Most popular managers are selected anonymously online

In fact, the job and career community has apparently identified Glassdoor managers who meet these criteria and awarded the 10 most popular managers in Germany with the Glassdoor Award for employee satisfaction in 2015. Managers in the United States, the United Kingdom and Canada were also honored as part of the “Highest Rated CEOs 2015” award.

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In doing so, employees were able to assess the management style of their CEO and answer the question whether they would advocate their managing director or not. In addition, the employees are asked to assess other factors that are related to their experience from their employment relationship.

Glassdoor emphasizes that the award is based solely on the contributions of employees who participated in an anonymous online survey of employer ratings. The survey is open to all employees throughout the year. But this also raises the question of how representative and verifiable the results are, because it would undoubtedly be possible to make multiple evaluations.

The algorithm behind it

The winners, however, were determined using an algorithm created by Glassdoor, which is not very transparent. Each individual CEO rating was based on the amount and content of reviews, ranging from employees in Germany up to and including 21. April 2015 have been posted. Only companies with at least 20 management and executive ratings were considered.

For the sake of simplicity, the executive ratings are rounded up, as well as in the Employee Satisfaction Award list. However, the calculations themselves to determine the rankings take into account values ​​beyond the thousandth. When 2015 had several managing directors at one company, the executives became 21 based on the Glassdoor company profile. April 2015 awarded.

Role model or show insert?

It is also a question of how representative such a valuation is at all. Interesting is this ranking: As in politics, individual managers are now detached from the anonymous company and publicly showcased. People's choice instead of team performance.

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This may well encourage other managers to rethink and improve their own leadership style - for their own image and that of the company. However, it can also lead to even greater self-expression among the managers - we also know that from politics.

Germany's most popular manager

In the list of the most popular managers 2015 from the point of view of German employees, managing directors from very different branches are represented, among them among other things the manufacturing and automobile industry, software development, insurance companies as well as sporting goods manufacturers. The Top 5 occupy this order:

  1. Volkmar Denner of Bosch (with an advocacy rate of 92%)
  2. Norbert Reithofer from BMW (91%)
  3. Dieter Zetsche from Daimler (87%)
  4. Pierre Nanterme of Accenture (86%)
  5. Kai Wawrzinek from Goodgame Studios (86%).

What makes good managers?

But what makes good managers really? This is perhaps best understood when we realize what so many fail. Carsten Knopp also explains this in his book: The problem is that many bosses on their way to the top have learned to stop letting their feelings slip and lose the sense of their employees. It is therefore exactly the opposite of what is needed in today's world, which is characterized by a breathlessly fast digitization of all economic processes. But their powers use these failed Titans for other things. What they invest in maintaining their power, and sometimes even a life of luxury, erodes their reputation. They make themselves and their employees prisoners in an existing system. They did not understand that a leader must give orientation. The result is desolate - and then makes for a dreary sky in the adventure land of the economy.


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