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Home → HR Talks → Employer Advice → The Importance of Working for a Supportive Boss
Employers are constantly on the lookout for loyal and dedicated employees, however, they often fail to reciprocate, leaving their millennial employees feeling unsupported.
Due to professional relationships being built on commitment and trust, working for a supportive boss is crucial for company success.
Those who feel as though their company cares about them tend to perform better. Does your employer value you? Are you there just to get the job done? Are you paid fairly? Confident when it comes to job security? Do you often receive meaningful feedback or do you feel invisible and unsupported?
The formation of a healthy relationship between the two parties not only results in company success but also in greater quality of feedback and general work culture.
When you’re hired, it should be your priority to familiarise yourself with the company’s culture, as well as your boss’ moves. It’s always best to clarify any doubts you may have, as opposed to winging it and potentially ending up with a disaster.
This will build trust and establish a healthy line of communication between the two of you.
Get to know your boss better by learning their habits and how they go through their day. This includes their moods, as well as their communication and leadership styles.
Does the entire office go silent before your boss has had their daily black coffee? Maybe you should too.
Your boss’ communication style is influenced by what mood they might be in. If you have some important news, schedule meetings with your boss via call or email to show that you value their time and they are likely to do the same.
Some may appear to be somewhat cold, but in reality, they may prefer using hard data to solidify endpoints. Regardless of what your preference is, it is vital that you learn and respect your employers’ communication style.
There are many varying styles of leadership which may fit well into a company, however, each have its own advantages, as well as disadvantages, depending on the organisation’s goals.
Leaders who assume total authority when it comes to decision-making are called autocratic leaders. They tend to make decisions without input from others. Participative leaders, on the other hand, value democratic input, though the final decision remains their own.
It is crucial that leaders do not hold their power over their employees’ heads. Respect is earned mutually and ultimately, a healthy, constructive relationship between both parties betters the company.
Reports have revealed that with career satisfaction declining, disengagement at the workplace is facing the same issues. In fact, it found that only 29% of millennials are engaged at work, meaning only about 3 in 10 are emotionally and behaviourally connected to their job and company. Not engaging these employees is a big miss for organisations – these people are predominantly ‘checked out’ and not putting passion into their jobs, or even worse, quit. It is up to employers to make sure these employees don’t fall off the tracks and become disengaged.
Being a supportive employer includes being available for discussion, motivating your employees using strengths, as opposed to weaknesses, and aiding them in setting goals. According to the report, those who have the greatest effect on employee retention are those in leadership positions. They directly affect one’s happiness, productivity, performance and job satisfaction.
Nowadays, one-third of employees are millennials, meaning it is a big part of the workforce that should not be forgotten.
Technology continues to transform and millennials are eager to offer up their talents, but it is crucial that their bosses are ready to support them.
In return, employees’ job satisfaction, productivity and happiness flourish, resulting in greater company success and the growth of their careers, as the workforce ages.
A millennial’s boss shouldn’t be the reason why they leave but rather, why they choose to grow within their workplace, constantly pushing it towards greater success.
Companies across the globe are all facing a similar problem, whether they are constantly recruiting new staff or they have just had a long-term staff member leave: how to make sure that the right talent is being hired?
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