Employers Need Feedback, Too: Randstad US Uncovers 5 Things Your Boss Wishes You Would Tell Them

Celebrate National Boss's Day by implementing these tips to improve workplace communication

Oct 14, 2015, 10:42 ET from Randstad US

ATLANTA, Oct. 14, 2015 /PRNewswire/ -- With National Boss's Day finally here, there is no better time to reflect on the contributions managers and leaders make every day to ensure their employees' success. Building a strong relationship with your supervisor is crucial to understanding each other's expectations, maintain quality performance output and achieve overall job satisfaction. In fact, 28 percent of employees would rather have a better boss than a $5,000 raise, according to the Randstad US Employee Engagement Study.

"The best gift you can give to your supervisor in celebration of National Boss's Day is sharing your ideas and solutions, as communication is crucial in the workplace," said Jim Link, Chief Human Resources Officer, Randstad North America. "Not only is a healthy boss/employee relationship integral to overall career happiness, it is vital to positively affecting the company's bottom line. In fact, our study found that employers truly believe their company would be more successful if they listened to employees' ideas and feedback more often. After all, communication is key to discovering what drives employees, enhances morale and improves employee retention."

Given that the majority of employers say they are inspired by their employees, it is important for managers to create an open and honest communication atmosphere that allows employees to feel comfortable voicing their feedback. In turn, employees must take advantage of such opportunities to express their ideas and concerns.

Here are five things bosses wish their employees would say to them:

  1. "I want to demonstrate that I'm capable of doing more." Employers want their employees to feel comfortable sharing their career aspirations. Doing so allows employers to better understand an employee's goals so they can work together to develop their individual career path. Managers should create benchmarks for success and hold employees accountable for taking the necessary steps to meet those expectations.
  2. "I have a solution to a problem we have in the workplace." Workers often feel their feedback does not matter to their managers or senior leaders. Employers can remedy this by focusing on engagement from the employee perspective rather than leave it to the top executives. This helps to instill greater transparency between supervisors and workers, as some of the best ideas to maximize performance, innovation and company culture come from the employees themselves.
  3. "I'm looking to strengthen my skillset." While managers may feel they are furthering their workers' careers by giving them more work, not nearly as many employees would agree. Employees should communicate the desire for more opportunities to attend conferences and workshops, or pursue degree programs that complement their skill sets. Managers can then keep an eye out for projects they think their employees would thrive and excel in.
  4. "I'm ready to move my career forward, and I'm considering other opportunities." It is very common, especially for entry level professionals, to switch companies or careers every one to two years. When employees are ready for a change, managers can take the time to show them any growth opportunities that exist within the company. This helps to retain valuable talent that can positively increase the company's bottom line, and earn loyalty from employees that feel the company is truly investing in their success.
  5. "I have some ideas on how to improve staff morale." Workplace happiness is a two-way street. Sometimes even the most well-intentioned managers can overlook problems in the workplace. Employees must take it upon themselves to bring forward any issues or suggest solutions for improvements. Workers can suggest an employee engagement survey, or an open discussion among the team that the manager can facilitate.

For more information about how to attract, engage and retain talent, visit the Randstad US 2015 Engagement Study.

About Randstad US
Randstad US is a wholly owned subsidiary of Randstad Holding nv, a $22.9 billion global provider of HR services. As the third largest staffing organization in the United States, Randstad provides temporary, temporary-to-hire and permanent placement services each week to over 100,000 people through its network of more than 900 branches and client-dedicated locations.

Employing over 5,300 recruiting experts, the company is a top provider of outsourcing, staffing, consulting and projects and workforce solutions within the areas of Engineering, Finance and Accounting, Healthcare, Human Resources, IT, Legal, Manufacturing & Logistics, Office & Administration, Pharma and Sales & Marketing.

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.

Survey Methodology
This survey was conducted online within the United States by Ipsos on behalf of Randstad US from June 10-26, 2015 of 2,279 employed adults ages 18 and older. The data was weighted to the U.S. current population data by gender, age, education and ethnicity. All sample surveys and polls may be subject to other sources of error, including, but not limited to coverage error and measurement error. For complete survey methodology, including weighting variables, please contact katie.dressler@randstadusa.com.

SOURCE Randstad US



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