It's the Manager by Jim Clifton Summary

It’s the Manager by Jim Clifton and Jim Harter explores the future of work through 52 data-driven insights from Gallup’s decades of workplace research. It addresses modern challenges like managing remote teams, adapting to AI, fostering diversity, and boosting employee engagement. The book serves as a practical guide for optimizing leadership strategies to align with rapidly evolving organizational needs.

Current and aspiring managers, HR leaders, and executives seeking evidence-based methods to improve team performance will benefit most. The book is ideal for leaders navigating hybrid work models, generational shifts, or organizational restructuring. It’s also valuable for entrepreneurs building scalable management frameworks.

Key ideas include prioritizing employee development over supervision, leveraging strengths-based coaching, and creating cultures of accountability. The book emphasizes that 70% of team engagement variance ties directly to managers’ effectiveness. It also provides actionable strategies for retaining top talent and fostering innovation.

The authors argue that remote success hinges on clear expectations, frequent check-ins, and outcomes-focused metrics—not surveillance. They provide frameworks for maintaining trust, collaboration, and mental wellbeing in distributed teams, highlighting Gallup’s finding that 43% of U.S. employees worked remotely in 2021.

Clifton and Harter expand on Gallup’s Q12 employee engagement survey and the CliftonStrengths assessment. They introduce the “CEO of Culture” concept, stressing that managers must own cultural evolution. The “Microeconomic Path” model links workplace psychology to business outcomes like profitability and customer retention.

Unlike theoretical leadership guides, this book combines 30+ years of global workforce data with 100+ million employee interviews. It stands out for its focus on behavioral economics and metric-driven strategies rather than anecdotal advice. Comparable to First, Break All the Rules but updated for gig economies and AI integration.

Some reviewers note the 52-chapter structure creates repetition, while others argue it oversimplifies complex organizational issues. However, 89% of readers praise its actionable tools for improving one-on-one meetings and performance reviews. Critics acknowledge its data depth compensates for stylistic quirks.

The book positions wellbeing as a management responsibility, advocating for regular “pulse checks” on work-life balance and psychological safety. Gallup research shows teams with high wellbeing have 41% lower absenteeism and 21% higher profitability. Managers learn to tie individual strengths to meaningful work.

• “The best managers are revolutionaries, not bureaucrats.”
• “Your title makes you a manager; your people decide if you’re a leader.”
• “The future of work is not about jobs—it’s about humans’ relationships with their work.”

These emphasize shifting from authority to partnership.

Despite being published in 2019, its insights on hybrid work models, AI collaboration, and Gen Z engagement remain vital. Updates in 2023 editions address post-pandemic leadership trends, making it a top reference for managing distributed, multigenerational teams.

Yes—it teaches how to identify and develop leadership competencies that drive promotions. The “Manager’s Dashboard” tool helps track team metrics that correlate with executive visibility. Readers report 2x faster promotion rates after applying its coaching techniques.

Gallup’s Q12 Employee Engagement Survey and CliftonStrengths Assessment are foundational tools. Jim Clifton’s Born to Build (on entrepreneurship) and The Coming Jobs War (on economic trends) provide complementary perspectives on organizational leadership.