What is the Number One Reason We Hate Our Bosses?

Employees and bosses have a codependent relationship that goes beyond producing and supervising work. At least, most employees believe it should. In a survey by the Harris Poll and Interact, 63 percent of American workers identified lack of employee recognition as their chief complaint about bosses. Workers need ongoing appreciation of their contributions, and while many companies budget for employee recognition rewards, they often overlook the importance of personalized praise to make workers feel valued.

Employees are an investment that employers must nurture to ensure the health of the business. They have human needs that are not satisfied by a paycheck or a distant promise of promotion. They have personal setbacks at home and bad days at work. They also have everyday challenges and passion projects that make them feel exceptionally proud when they succeed. Basically, they are individuals who need confirmation that their hard work is appreciated and vital to operations.

Unfortunately, 36 percent of employees surveyed by Harris Poll say company leaders don’t even know their employees’ names. Bosses create an environment of distrust when they fail to foster open and honest communications and treat employees like faceless automatons. Roughly 25 percent complained that bosses don’t have time for meetings in person, and 51 percent said bosses refuse to have any discussions with subordinates. Employee engagement dies out as workers gradually lose their drive to improve or impress negligent managers.

Company leaders often treat employee recognition as a one-size-fits-all concept and mistakenly choose methods that don’t require any attention to detail, such as the obligatory anniversary cake. Employers expect workers to pay attention to their jobs, so company leaders should satisfy the same standards by being attentive to employees. Personalization is about understanding whether employees thrive on showy acts of appreciation or modest public announcements. An employee who feels uncomfortable in front of a crowd may not enjoy receiving a plaque onstage, while an employee who craves the spotlight may be dissatisfied with a discreet blurb in the company newsletter.

In reality, employees don’t always need costly rewards. They also appreciate frequent and inexpensive forms of employee recognition, as long as the effort is sincere and distinct. An employee is more likely to remember specific praise, rather than a generic, “Nice job.” For example, a boss can thank an employee for exploring every option to satisfy a difficult client. This simple praise explains exactly why the individual employee is valuable, showing appreciation for retaining valuable business and demonstrating professionalism through a challenging exchange.

Employee recognition provides long-term benefits for the company, too. A Gallup study revealed that employee engagement, productivity and loyalty increase in environments where workers regularly receive praise. To make employee recognition effective, bosses should make an effort to understand each worker's interests, strengths and professional goals. Over time, mutual appreciation boosts morale throughout the company and motivates employees to offer one another more support and encouragement.

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