24% of employees are working for their ‘worst boss ever,’ Perceptyx says

Nearly a quarter of employees say they’re working for their “worst boss ever,” according to research from Perceptyx.

As a result, businesses are seeing an impact in engagement and organizational productivity, meaning managers need to improve, yet many don’t know where to place their focus and therefore want coaching to improve their skills. 

In a recent survey, which pooled 1,500 managers and 1,500 employees, found that those working for who they believe to be the worst manager ever are three times more likely to be disengaged and almost four times more likely to leave their role within the next 12 months. 

Additionally, these employees were two times more likely to see an impact outside of the workplace, by reporting a loss of sleep, lost productivity due to stress, or increased drinking behaviors. 

In an exclusive interview with Emily Killham, Senior Director and Head of the Center for Workforce Transformation at Perceptyx, UNLEASH explores the consequences of having bad managers, and how this issue can be overcome.

What’s the impact of having a bad manager?

Perceptyx’s research indicates that boss’s need to do more to support employees – particularly as 48% of surveyed employees think they would do a better job under their manager. 

What’s more, the data shows that employees who work for leaders who excel at developing people are more effective at planning and managing change. They also share a compelling future vision and are 1.7x as likely to be engaged in their jobs.  

Killham explains: “Without this data, organizations spending money on management development programs may miss the mark. Developing leadership behaviors that make the difference is crucial to organizational success.

When managers lack leadership skills, it’s bad for everyone. Poor managers significantly impact overall employee morale, engagement, and productivity.”

She continues to highlight that 85% of employees with a poorly-rated manager have actively participated in job-seeking behaviors in the past month. 

“Management coaching doesn’t just help the employees in their charge, it helps managers too. People leaders who have had coaching are 1.3x more likely to be engaged themselves and feel the stress and workload is more manageable. 

“When managers aren’t adequately supported, it shows across all levels, making it difficult to achieve the balance and success many organizations strive for.”

However, the survey does show optimism, as 70% of managers have taken action based on employee feedback, showcasing their desire to improve. 

To support this, the study suggests that managers need support to navigate this high-pressure environment. 

“When organizations understand and foster positive leadership behaviors, organizations see improved employee engagement and higher productivity. Managers and employees alike see improved health outcomes,” Killham concludes. 

“While 81% have had formal training, about 60% say they could use more coaching to improve their skills, and 24% haven’t been coached at all.

“Delivery methods can vary by organization, but coaching and development plans ensure managers have the right opportunities to up-level their leadership skills.”

With this being said, what is your businesses doing to help managers better support employees – and is it enough?

Want to find out more? Sign up for UNLEASH’s upcoming webinar with Perceptyx, Empowering Leaders, Engaging Employees: Change Management as a Competitive Advantage, to gain exclusive insight from Emily Killham, Senior Director and Head of the Center for Workforce Transformation at Perceptyx. Sign up here.