Great Managers
Build Great

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Perfomance

Business Results

Productivity

Culture

Organizations can recognize great people managers by using credible assessment-based recognition instead of relying only on nominations, seniority, or internal popularity. Great Manager Institute® enables recognition through platforms such as Great Manager to Work With® and the Great People Manager Study®. These recognitions help organizations celebrate managers who build trust, develop people, inspire performance, and create strong team experiences. Recognition also strengthens employer brand by showing that the organization values people leadership, not just business outcomes.

Most leadership training companies begin with content. Great Manager Institute® begins with diagnosis. It helps organizations first understand how managers are actually experienced by their teams. Then it uses assessment data, analytics, development journeys, and recognition to improve manager effectiveness at scale. This makes GMI more than a training provider. It operates as a manager effectiveness and leadership intelligence partner for organizations.

Great Manager Institute® helps organizations develop better managers by first measuring manager effectiveness, then converting assessment insights into development action. This can include leadership analytics, manager reports, personalized development areas, workshops, nudges, action plans, and learning journeys. The goal is not just to train managers, but to help them build practical people leadership behaviours that improve team experience and performance.

Great People Manager Study® is a large-scale study on people management conducted by Great Manager Institute®. It evaluates people managers through structured feedback, people practices, and leadership evidence.

CHROs and L&D leaders can use manager effectiveness data to make better decisions about leadership development, succession planning, capability building, talent reviews, and employee experience. The data helps answer important questions:

• Which managers need immediate development?
• Which teams are at risk because of weak managerial behaviour?
• Which manager behaviours are strongest across the organization?
• Which business units need focused intervention?
• Which managers can be recognized as role models?

This allows HR and L&D teams to move from training everyone the same way to targeted, evidence-based manager development.

PMES measures how effectively a people manager connects with team members, develops people, and inspires performance. The assessment is based on Great Manager Institute®’s Connect, Develop, Inspire© framework. It looks at manager behaviours such as listening, care, information sharing, expectation setting, fairness, development support, feedback, recognition, accountability, and team inspiration. This helps organizations move beyond generic leadership opinions and understand specific behaviours that need to be strengthened.

Manager effectiveness is important because managers directly influence how teams experience work, execute priorities, solve problems, collaborate, and stay motivated. A strong people manager can improve clarity, trust, feedback, recognition, development, and team ownership. A weak manager can damage engagement, increase attrition risk, reduce performance, and weaken culture. For organizations, improving manager effectiveness is not just an HR initiative. It is a business-performance lever.

An employee engagement survey tells an organization how employees feel about work. A manager effectiveness survey helps explain how managers may be influencing that experience. Engagement surveys often show symptoms such as low motivation, poor trust, weak retention, or lack of clarity. Manager effectiveness assessments go deeper by identifying the manager behaviours that may be contributing to those outcomes. This matters because GMI has found that 71% of employees stay or leave because of their manager.

PMES — People Manager Effectiveness Survey™ is Great Manager Institute®’s diagnostic assessment for measuring people manager effectiveness. It helps organizations understand how managers are experienced by their teams and where they need development. PMES is based on the Connect, Develop, Inspire© model and assesses people managers across 10 sub-dimensions and 24 competencies. For CHROs and L&D leaders, PMES provides a data-backed view of managerial capability instead of relying only on assumptions, performance ratings, or generic training needs.

Great Manager Institute® helps organizations assess, develop, and recognize people managers. Its solutions are designed for CHROs, HR Heads, L&D Heads, Talent Leaders, CEOs, and business leaders who want to build stronger people managers at scale. The organization works across manager effectiveness assessment, leadership analytics, development journeys, nudges, workshops, AI-enabled manager support, and recognition programs such as Great Manager to Work With® and the Great People Manager Study®.

A people manager effectiveness assessment is a structured way to understand how well managers lead, support, develop, and inspire their teams. Unlike traditional leadership assessments that may rely on self-evaluation or manager ratings, a people manager effectiveness assessment captures team feedback along with self-assessment and converts it into actionable insights for HR, L&D, and business leaders. It helps organizations identify:

• Which managers are creating strong team experiences
• Which managers need development support
• Which behaviours are driving trust, performance, and retention
• Where leadership capability gaps exist across the organization

Organizations measure people manager effectiveness by collecting structured feedback from the people who experience a manager’s leadership every day — their team members. The most credible assessments look at observable manager behaviours such as listening, clarity, recognition, care, development support, fairness, accountability, and the ability to inspire performance.  Great Manager Institute® measures people manager effectiveness through PMES — People Manager Effectiveness Survey, which is based on the Connect, Develop, Inspire© framework and assesses managers across 10 sub-dimensions and 24 competencies.