SWNS Media Group Survey Reveals the State of Manager-Worker Relationship

In an interview with HRTech Series, Nabila Salem, President At Revolent Group said, “The global shift to remote work certainly highlighted the value of two things in particular for me: trust and communication.” Obviously, the need for such a thing has risen due to the global pandemic and the lack of transparency that came into work following it. There have been an ample amount of employees that have reported that work in the pandemic has extended beyond the working hours and has even hindered their productivity.  Plenty of such thoughts have created a rift between the managers and employers, which states how important trust and communication need to be if we are going to work together in the face of the pandemic.

As such, a survey conducted by SWNS Media Group has revealed that 65% of the office staff surveyed believe that if only they had a better supervisor, they could do their job even more efficiently.

The 2000 Americans survey looked at the important role that manager-worker ties in the workplace play. More than one-third of the respondents are employees — many of whom are now working from home due to the pandemic. Among them, 53% want their manager to see more, need extra compensation (48%), and have more honest communication (48%). At 66%, two out of three office employees agreed that the pandemic has affected their relationship with their employer. The discontinuity is that much that 52% said they were looking for a new role all because of their managers.

Continuing the negative sentiments, 55% pointed out the need to have fewer pointless meetings, while 47% think there should be fewer last-minute emergencies. Two in five (40%) also said they’d like their manager to stop micromanaging them. Among all these, over one in two, at 55%, have admitted to lying to their manager.

Coming over to the bright side, of those who were employed (78%), seven of 10 respected a role model for one of their managers. When the highest quality was reached, respondents enjoyed 46 percent of the list in a boss-positive attitude. It also ranks as one of the top three in communication skills (46%), in interpersonal skills (43%).

The study also found that making a positive effect as an admirable manager can have a lasting influence. 71% of respondents say they have a frequent influence on their behavior. In their lives, the average citizen has four role models and ranges from mothers (59%), fathers (61%) and grandparents (44%) to people respondents have never met.

What Workers Want From Their Bosses

• More feedback — 53%
• Extra compensation — 48%
• Transparent communication — 48%
• Higher title — 47%
• Appreciation — 41%
• Recognition — 41%
• Frequent one-on-one meetings — 40%
• More responsibilities — 38%
• Transparency on company direction — 38%
• More willingness to listen to my feedback/concerns — 21%

What Workers Want Less From their Bosses

• Fewer pointless meetings — 55%
• Less last-minute emergencies — 47%
• Less micromanagement — 40%
• Fewer requests for me to work late/overtime — 32%

The survey surely highlights the complicated parts of the manager-worker relationship that need to be ironed out if they want to work as a team. After all, any company stands and works on this relationship. “My question to those employers is this: do you trust your employees? If not, why did you hire them? If yes, then you can also trust them to be productive and get the job done no matter where they are in the world. And good, open communication feeds into that mutual trust. Make time for your employees, creating space for informal one-on-one chats where they can feel heard, and where you can offer advice, positive feedback, and support accordingly. You’d be surprised to see just how much that personal touch in management can build loyalty, improve morale, and increase your team’s productivity,” says Nabila highlighting her views on the employer-worker relationship.

Source|  SWNS Media Group