Not a Member? Get access to HR news and resources that you can trust.
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Instructor-led guidance for your SHRM-CP/SHRM-SCP exam, no travel or time out of the office required.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Survey reveals what employees really think about managers
More than one in five U.S. employees admit to complimenting managers to get on their good side—even if the flattery is a bunch of hooey.
Just be glad you aren’t a supervisor in India: Almost half of workers there (46 percent) say they sweet-talk their bosses even if they don’t mean it.
Those are among the findings in a 2013 Kronos Boss’s Day Surveyof more than 4,000 workers in the U.S., Australia and India.
Harris Interactive conducted the survey with 2,041 full-time and part-time U.S. workers and 2,100 full-time and part-time Australian and Indian workers Sept. 24-26, 2013, on behalf of the Workforce Institute at Kronos Inc., which helps companies with workplace issues such as labor costs, regulatory compliance and productivity. The Workforce Institute is a think tank that provides research and education on the workplace.
Workers in all three countries get truly annoyed when managers use inside business jargon, according to the survey, whose release coincided with National Boss's Day, which is celebrated Oct. 16.
The phrase that irks them the most? “Think outside the box.” Twenty-five percent of U.S. employees can’t stand it when managers tell them to do this.
Other annoying phrases cited were:
Indian employees get far more irritated by corporate jargon (95 percent) than do Australians (83 percent) and Americans (76 percent).
Age, Geography Matter
The older the worker, the more he prefers honesty in a boss: U.S. employees 55 and older value this trait in a manager (90 percent) more than U.S. Millennials do (69 percent).
And the younger workers are, the more they prefer a boss who’s “direct” and has a sense of humor: Among different age groups, “directness” is most important to Millennials (43 percent), as is “humor” (34 percent).
All that talk about Southern hospitality and manners? Maybe it doesn’t translate to the workplace. A thoughtful boss was least important in the South (26 percent) and most important in the West (41 percent).
As for those stereotypes about the laid-back West Coast? Maybe there’s something to them. A goal-oriented boss isn’t as important to those living in the West (26 percent) as it is to those in the Northeast (45 percent), Midwest (51 percent) and South (48 percent).
What about that workplace buzzword “transparency”? It isn’t as important in the Midwest (17 percent) as it is in the South (31 percent).
In a press release, Kronos highlighted these findings among U.S. workers:
A large majority of employees (69 percent) say their managers set a good example, agreeing they are ethical, honest, collaborative, creative, empowering, innovative, dedicated and trustworthy.
Given the choice between a manager who is a high achiever but demanding, or one who’s nice but ineffective, 75 percent chose the former.
When respondents ranked the three most important attributes of a good manager, honesty was at the top (78 percent), followed by goal-oriented (44 percent) and compassionate (40 percent).
Asked if they’d prefer a manager who invests in their professional development or one who invests in programs to make work more fun, 61 percent chose the former, while 39 percent chose the latter.
Four out of 10 employees (43 percent) prefer direct individual praise from managers, 32 percent favor praise from their manager’s manager, and 25 percent prefer praise in front of peers. Indians are most likely (39 percent) to want recognition among peers.
“One of the interesting aspects of this survey is that U.S. employees would choose a high-performing and demanding boss over a nice but ineffective one,” said Sharlyn Lauby, president of ITM Group Inc. “In the same vein, they'd prefer a manager who invests in their professional development over one who invests in making a fun working environment. Employees are saying they don't need their boss to be their best friend; rather, it's important to them that they are able to work effectively, be challenged and grow.”
Dana Wilkie is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies