4 Ways to Be a Better Boss 
New Research from Randstad Reveals What Workers Want from Their Managers

ATLANTA, October 7, 2014 — National Boss’s Day turns the spotlight on managers as employees show recognition and appreciation for their supervisors. But, what makes a good boss? In honor of National Boss’s Day, Randstad, the third largest staffing and HR services company in the U.S., has unveiled new research regarding what 2,257 American workers think of their supervisors. 

“With the economy continuing to improve and the job market showing promise, many business leaders are increasingly focused on retaining their best and brightest employees, and studies show that a job-deciding factor for many workers is the type of relationship they have with their boss,” said Michelle Prince, SVP, talent management, Randstad North America. “Healthy manager-employee relationships are built on clear communication, trust and respect. When all of these factors are in place, the result can lead to a harmonious, productive work environment.”

Randstad's most recent Engagement Study reveals four dynamics that can impact the boss/employee relationship:

1. Be Attentive: According to Randstad’s research, a majority (74%) of respondents said their managers value their opinions, with 76 percent of men agreeing with this statement, compared to 71 percent of women. Also, 59 percent of workers said their efforts are recognized and valued, with 61 percent of men agreeing with this statement, compared to 56 percent of women. 
Tip – When your workers are engaged and invested in the future of your business, they speak up and want to play an active role in decision making. Nurture this enthusiasm by not only listening to your workers, but implementing their ideas when possible. 

2. Be Inspiring: More than half (55%) of all survey respondents said they feel inspired by their managers. Among generational  groups, Baby Boomers were the least inspired by their boss (51%) compared to Gen X (56%) and Gen Y (60%) workers. Along gender lines, men were more inspired by their bosses than women (57% compared to 51%). 
Tip – With four generations working side-by-side in the workplace, it’s becoming more of a challenge to motivate different age groups with varying goals, expectations and work habits. Treat each employee as an individual with unique needs and expectations, and be sure to explain how each worker’s everyday contributions connect to overall business goals. 

3. Be an Advocate: When asked if they aspire to have their manager’s position, about four-in-10 (39%) of all survey respondents agreed with this statement. More than half (53%) of Gen Y workers said they aspire to have their manager’s job, compared to Gen X (44%) and Baby Boomer (28%) workers. Similarly, when asked if they felt that they could do a better job than their boss, close to half (48%) of all respondents agreed with this statement, with Gen Y and Gen X being the most confident at 54 percent and 50 percent, respectively, compared to Baby Boomers (43%). 
Tip – With a results-oriented mindset, Gen Y tends to be on the fast track to leadership and generally don’t adhere to concepts like tenure and seniority. Find out your employees’ career goals and be an advocate for high-performing employees who want to rise quickly through the ranks or continue to develop expertise in their current role.

4. Be Accessible: A majority (72%) of employees said their boss was usually accessible throughout the day, with 75 percent of men agreeing with this statement, compared to 68 percent of women.
Tip – As a boss, the key to establishing good accessibility with your employees is finding out what method of communication works best, especially in today’s more virtual work environment. Whether it’s regular updates via email, regular one-on-one meetings, a shared project management tool or weekly status meetings, figure out the best approach to ensure you’re an accessible, approachable manager. 
 
 
Survey Methodology
The Randstad Engagement Study is comprised of findings from biannual waves of research targeting employees and annual surveys of employers. The ninth wave of findings was conducted online between April 1–8, 2014 from a national sample of 2,257 adults aged 18 and older who are currently employed full time from an Ipsos’ U.S. online panel.

Weighting was used to balance demographics and ensure samples reflect the U.S. population of working adults.

Multiple waves of research allow for trending and to track changes in perceptions and attitudes over time.  

About Randstad US
Randstad US is a wholly owned subsidiary of Randstad Holding nv, a $22.0 billion global provider of HR services. As the third largest staffing organization in the U.S., Randstad holds top positions in permanent placement, office and administrative, IT and accounting and finance. From professional services, commercial staffing and recruitment process outsourcing to managed services and more, Randstad delivers a comprehensive range of temporary, temporary-to-hire, permanent placement and outsourced placement services. With its 5,324 employment experts, Randstad puts an average of approximately 100,000 people to work in the U.S. each week through its network of nearly 1,000 branches and client-dedicated locations.
 
Learn more at www.randstadusa.com and access Randstad’s panoramic U.S. thought leadership knowledge center through its Workforce360 site that offers valuable insight into the latest economic indicators and HR trends shaping the world of work.

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