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HR & RECRUITMENT

Who you are tomorrow begins
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The importance of working for a supportive boss

Ben Pace Lehner
Employer Advice Jul 29, 2020 0
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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.

Muovo Malta HR TalksNurturing a relationship with your boss

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.

Mood

Does the entire office go silent before your boss has had their daily black coffee? Maybe you should too.

Communication

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.

Leadership

There are many varying styles of leadership which may fit well into a company, however, each have their own advantages, as well as disadvantages, depending on the organisations’ 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.

Healthy relationships = better companies

Reports have revealed that while career satisfaction is declining, disengagement at the workplace is increasing. In fact, it found that 71% of millennials are disengaged and half of them plan on quitting within a year. Why?

Employers are responsible for 70% of such vacancies. Bosses that are engaged, on the other hand, are 59% more likely to have and retain happy and engaged people working for them.

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.

21% of millennial employees meet with their boss on a regular basis, and just 15% of those receive helpful feedback.

What’s more, nowadays, one-third of employees are millennials.

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 flourishes, resulting in greater company success and the growth of their careers, as the workforces 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.

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