◆Characteristics of “bosses who are trusted”
According to ManpowerGroup’s Survey on “trust relationship with bosses” (targeting full-time male and female employees aged between 22 to 27 who joined the company within the past two years), over 80% of respondents indicated that they trust their bosses at work.
The most common reason for trusting (multiples answer) was 1. “Listens seriously to a subordinate,” followed by, 2. “Quick-witted” then, 3. “Praises positive characteristics.”
Taking these results in reverse, 1. indicates negative impressions, whether boss or subordinate, to act unclearly on whether or not you are listening. This may be obvious, but it is important to keep it in mind. 2. may be the result of how subordinate questions as well. Within just two years of joining a company, there are “pitfalls” that are still new in the job, and often, you can’t give simple advice like, “when this happens, do this.” 3. may be a Japanese trait where the boss does not clarify what an employee is doing well and is not, but keeps mentioning the mistakes. When this happens, the subordinate may feel like “I’m always getting scolded at.” Even if it’s just for a show, a “praise” seems to be required here.
◆Characteristics of “bosses who can’t be trusted”
On the other hand, the most common reason for not being able to trust a boss was 1. “Acting bossy,” followed by, 2. “Changes his/her behavior depending on the person,” 3. “Unclear work instructions,” then, 4. “Doesn’t advise even when asked,”
1. may be taken as power harassment and is out of the question. However, looking at these responses, you feel sorry for the bosses as the environment for bosses, especially middle managers, is socially difficult.
The lesson to be learned from this questionnaire is that there is a need to create an atmosphere where people can discuss openly. A boss used to be subordinate, so he/she must be able to relate to them.
◆The plans for the year
When relationships at work become negative, the subordinate tend to “leave the job,” and bosses might do “power harassment.” Either way, the work atmosphere becomes bad and this is negative for the company. As it is the start of the new year, it is time to think about how young generations feel, how to get people in managing generations to behave, and what kind of new employees to hire.
