Despite substantial changes in how organizations and businesses operate in order to stay competitive in a struggling economy, one fundamental principle remains the same — the employee-supervisor relationship is a KEY driver of employee engagement and job satisfaction.
Not surprisingly, nearly two-thirds of employees surveyed indicate that they would prefer to have a better boss — more so than a pay raise — even during a time when many are struggling financially and an increase in pay would surely provide an increased sense of security and improved financial wellbeing.
However, as we have known for many years — thanks to the work of the Gallup Organization and other workplace surveys — the most important element in job satisfaction is the relationship an employee has with his or her immediate supervisor. If that relationship is positive and supportive, the employee can do his or her best work and remain highly engaged. On the other hand, if the relationship is either weak or confrontational, an employee is likely to be disengaged and performance will suffer.
The following article by Ty Kiisel provides an interesting commentary on this effect in the American workplace.
By Ty Kiisel, Forbes Contributor
Hard to believe?
According to Michelle McQuaid, a world leader in positive psychology interventions in the workplace, if you feel unappreciated, uninspired, lonely, and miserable, you’re not alone.
In a survey of 1000 American Executives McQuaid found a “whopping” 35 percent of Americans are happy at their job. And, 65 percent say a better boss would make them happy. Only 35 percent say a pay raise will do the same thing.
It would appear that working in the cubes is no picnic for a very large percentage of the workforce.
As I write this, we’re in the midst of National Boss’s Day. I wonder if Patricia Bays Haroski (the woman behind the holiday) and her colleagues felt this way when they registered the day with the U.S. Chamber of Commerce in 1958.
You might also be interested to know that most people trust a stranger more than they trust their boss.
My wife and I were talking about this in relation to the Presidential election and the fact checking the media is conducting this election cycle. I know politicians are accused of making promises they don’t keep. I also acknowledge I only trust about 40 percent of what they say is true (regardless of whether or not they are Red or Blue). I just don’t remember fact checkers calling “Pants on fire!” after every debate or public appearance.
Unfortunately, it looks like my 40 percent rule is now applied to the boss. How would you fare if your statements to employees were fact-checked?
Most of the bosses I’ve not trusted shared a common trait—they could talk the talk, but weren’t very good at walking the walk. In other words, I couldn’t count on what they told me today being true tomorrow.