It’s Boss’s Day, which means employees are contemplating how to show their boss their appreciation… or are they? The relationship between employees and their managers and bosses can be complicated; company leadership has a huge opportunity to influence worker loyalty, job satisfaction, burnout and a host of other things. So what kind of impact do workers say their boss has on them, exactly? The 2016 Staples Business Advantage Workplace Index found some interesting insights into how the boss can influence his or her employees… for better or for worse.
Looking for greener pastures… or not
When employees think about changing jobs, there are a number of reasons, from salary to job title to company culture. But the head honcho comes into play, as well: 14% of workers say they changed jobs in the last year because of their direct boss, and when workers look for a new job, 10% say they take the boss-to-be into consideration.
But the right boss can have the exact opposite, positive influence, as well: 16% of workers say they stay at their job primarily out of loyalty to their current boss.
The takeaway: Bosses shouldn’t underestimate the impact they have on employee satisfaction and loyalty. Many workers prioritize a good boss over a good job title or even a great salary.
Inspiring a job well done
Keeping great talent on staff is a huge priority for company leadership, especially in today’s competitive landscape. But once you are surrounded by the best people and committed to keeping them happy and loyal, what’s next? Inspiring those people to do the best work they can, of course.
While a sense of purpose, passion for the job, and, yes, salary all serve as big motivators for today’s workers, you might be surprised at how many people say they are motivated to do their very best work by other people: specifically, 18% are motivated by company leadership and 17% by their direct boss.
But how can leaders encourage the best results from their workers? The top three things employees say make a good leader are communicativeness, truthfulness and reliability.
The takeaway: The human element can have a huge impact on the work being done, and bosses who prioritize communication walk away the winners.
The changing face of “the boss”
What “the boss” looked like 20, 30 or 50 years ago has changed considerably since then, opening up the office to a greater mix of age ranges and work situations. What’s that mean for the big kahuna? The boss doesn’t necessarily have to be the most senior person in the room. Only 32% of workers report to a boss over the age of 50, with the majority (52%) reporting to someone between the ages of 34 and 50, and 13% have a boss between the ages of 22 and 33, a reflection of the growing Millennial workforce and leadership.
Today’s employment landscape has also offered up an interesting alternative for many workers: the ability to freelance, either for a primary source of income or a secondary, additional source of income. Who’s buying you that “World’s Greatest Boss” mug today if you’re primarily a freelancer? You are, of course, and for many freelancers, that’s the biggest perk: 24% say they freelance specifically in order to be their own boss, and the same ratio of traditional workers say they would consider freelancing for that same reason.
The takeaway: What a “boss” looks like in today’s professional world is different from years past, with younger bosses taking the reins and many working as their own boss.