New research has revealed nearly half of workers have left a job due to the relationship with their boss going sour.
The survey, compiled by UK job board Totaljobs, revealed that worryingly, only one in five professionals feel that they can trust their boss.
Only a third (34%) of workers said they felt confident they could approach their manager about a work-related issue, dropping to just 1 in 5 (20%) when raising a personal problem.
The findings also show that bottling up potential difficulties has its consequences, for example, a quarter (26%) of people told Totaljobs they’ve sought mental health support because of their working relationship with a line manager. A further 24% admit to having suffered nightmares about their boss.
Interestingly, many managers are completely oblivious to any possible issues. Four out of five believe reports can trust them and seven in 10 think reports can approach them about both work and personal issues.
Alexandra Sydney, Marketing Director at Totaljobs explains why it is important for managers to be offered coaching from the start to develop and hone their leadership strengths: ‘‘Today’s workforce is clear about the fact that they want to work for companies that will take the time to recognise and invest in their careers.
“That’s why it’s troubling that so few workers are willing to place trust in their managers – the very individuals whose role it is to coach staff and help them to understand and build their strengths.
“There is a misconception in some quarters that individuals can learn how to be manager while on the job, while the skills needed to do it well can be easily picked up through experience.”
Sydney added, “Building a successful team takes more than just hiring people with the right technical skills.
“That’s why employers should ensure management staff are given the training and confidence they need to not just rule over junior employees, but to appropriately support and develop their professional journeys.
“Employers should adopt an open channel of conversation between management and their reports, encouraging discussion around professional expectations and aspirations. Ultimately communication is a two-way street, but one that can lead to trust, development and success.”
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