The online MITSloan Management Review has an interesting article that recommends managers should go ‘a step further’ than being sponsors or coaches to employees and act as advocates. *
Through research and conversations with leaders, Dani Johnson writes that advocacy can help increase employee productivity, retention, and improve relationships inside and outside the organisation.
Examples of manager-employee advocacy would include sharing networks with employees and providing learning and development opportunities outside their current role.
There are risks involved in that the employee may choose to move to a different role or even leave the organisation altogether, but the article suggests that supporting employees through advocacy is more important than ever as organisations begin to understand the benefits of hybrid working.
Would you feel comfortable acting as advocates, or is this really a step too far?