Requisite Organization revolutionised organisations, with concepts focused on a number of core areas related to how we do work:

• Human capability in the workplace
• Organisational structure
• Managerial leadership
• Role design
• Role relationships
• Differential compensation
• Task assignment and team working
• Cross functional working

So broadly beneficial and appealing were these concepts that this body of work has been the basis of 75 PhDs.

Jaques identified, through true scientific method, that employees need to see certain behaviours exhibited frequently by their immediate manager. He determined that these behaviours are those that psychologically drive employees to work at their full potential creating increased efficiency, effectiveness, and ultimately employee satisfaction. Every organisation that has deployed these concepts has seen vast improvement in all key business indicators: customer satisfaction, revenue, profitability, business growth, lower employee attrition, and more.

Most managers will never, under their own resources, discover all of those behaviours they should exhibit.  However, a manager who values their role can learn and master these behaviours and expect to achieve a resulting increase in the effectiveness of their team.

All too often, methods espoused for addressing organisational deficiencies focus on symptoms of the problem, rather than the cause.  Assorted fads such as emotional intelligence, personality fit or diversity, matrix management, and others have sprung up because the fundamental management behaviours that need to be exhibited daily are simply not practiced.  Managers and HR teams then need to deal with the fallout and often turn to these questionable alternatives, usually with less than adequate results.

In a survey, it is very easy to ask a question as to what someone thinks of any aspect of the organisation in which they work.  The endless parade of inane questions seen in many “employee satisfaction” surveys mostly serve to frustrate the respondent wondering “how will they actually do anything with this answer?”

Organisations have struggled in getting actionable survey results that translate into an immediate turnaround…until now.

We have often heard the adage that “People join companies, yet leave managers”. The reality is that the total experience of an organisation is seen by an employee through the effectiveness of their immediate manager.  Yet, unfortunately, there is a focus in management science about “fixing” the employees. 

Generally employees come to work and are naturally motivated to do the best job they can.  Not only is this part of meeting their economic needs, it is important for their emotional and mental stimulation.  Work is necessary for survival.  It is therefore up to the manager to create the best conditions to realise the potential in every employee, instead of inhibiting this potential.

RateYourBoss is designed to help navigate managers through the process of unlocking the true potential in employees. The reliability and practicality of using such a method where the basic principles of cause-and-effect come into play couldn’t be easier to follow.  The more ingrained these specific management practices are, the greater the results that will be seen.  The process is very practical and immediately actionable.

In doing so, often for the first time, employees will get clear direction from their managers, have tasks appropriately monitored with feedback, obtain authority to match the accountability in their role, and clearly understand interactions with those in other silos of the business.

RateYourBoss focuses upon assessing and improving the Managerial Leadership practices of managers.  The questions in our survey are never confusing – we simply want you to gauge the frequency with which the immediate manager exhibits certain necessary (requisite) behaviours.

To the degree that these behaviours are systemic in the way a manager operates, we can accurately assess, with high statistical correlation, the effectiveness of the team.

RateYourBoss has two core approaches:

1. Rating of Your Immediate Manager (or Rate Yourself)

• We allow you to rate your immediate manager as to the frequency by which they exhibit the necessary behaviours required for you to operate effectively. 
• The assessment is subjectively objective – in that you determine the frequency that you observe these behaviours for you.  Your manager might behave differently with others in the team, but that’s another matter.    
• Importantly, the assessment you make is quite straightforward and you will know how to answer each question presented without the difficulty of other survey tools where you wonder “where is this going?”.
• If you are a manager, you can perform a self-assessment, giving you the opportunity to score how frequently you think you perform these behaviours.  This is your start to develop a course of corrective action for you as a manager looking to improve your managerial leadership skills.

2. Team Rating

• Full and effective results for any manager come from a comprehensive survey of the entire team of those directly reporting to that manager.  Our full survey is more extensive than the free survey (with some of the questions being the same). This more broadly delves into management practices of the manager and the organisational systems with which they work.
• Importantly, the results of the full survey come with an Effectiveness Report, breaking down each of the required behaviours, providing guidance on what you are required to do.