“The data shows that managers in the top quartile of utilization — a.k.a. those who work the longest hours — end up with employees who work up to 19% more hours relative to their colleagues who report to less highly utilized managers. This is perhaps unsurprising. What might be more surprising is that even though they are working more hours, the engagement scores of these employees are actually 5% higher than their lower utilization colleagues. It’s also true that employees of managers in the lowest 25% of utilization have lower than average engagement scores (2-4% lower). This suggests that people are more engaged if they work for a manager who is working at least as much as they are.”