Some Views of the Boss Differ by Generation

Many employees like their bosses, but managers still have much work to do, according to new research from staffing firm Accountemps.

Nearly two in three workers (64%) said they are happy with their supervisors, and another 29% are somewhat happy with their bosses. Only 8% of workers give their manager a thumbs down.

Yet, despite generally positive attitudes about the higher-ups, there were some areas where respondents felt their managers could improve. Topping the list were communication, cited by 37% of those polled, and recognition named by 31% of respondents.

The survey also found most professionals (67%) don’t aspire their boss’s job. Among those who want to bypass that rung of the career ladder, the primary reasons included not wanting the added stress and responsibility (45%) and a lack of desire to manage others (27%).

Thirty-four percent have left a job because of a strained relationship with a supervisor, and 17% would feel happy if their boss left the company. More than one in 10 (12%) professionals between the ages of 35 and 54 are unhappy with their boss, the largest of any age group. This group also was the most likely to have quit a job over a strained or dysfunctional relationship with a manager.

Half of workers surveyed said their boss understands the demands of their job, but 16% noted their supervisor has little understanding of their day-to-day reality. Twenty-three percent of workers consider their boss a friend, but the majority (61%) cited their relationship as strictly professional.

Workers ages 18 to 34 are most eager to move up to their manager’s position, with 56% saying they want their boss’s job compared to 34% of respondents ages 34 to 55 and 13% of those age 55 and older. Forty-nine percent of Millennials feel their boss recognizes their potential, compared to 67% of workers 55 and older.

The youngest group of workers had the most extensive wish lists. Most notably, compared to the other age groups, these professionals were more likely to want their managers to provide better communication and listening, support for career progression, recognition for accomplishments and help promoting work-life balance.

More results may be viewed here.