Does the “ideal boss” exist for the company and the employees?

The digital transformation of companies, greatly accelerated by the arrival of the pandemic and the consolidation of teleworking, has fundamentally changed the concept of the “ideal boss”.

In this context, the way to lead a team and get the best results from the company presents different visions depending on who appreciates the performance of managers.

According to a study by Job exchange info jobs, the qualities of the “ideal boss” are very different if you ask the investors or owners of the company or the employees. In the second case “Recognizing, congratulating and appreciating achievements” is the most important skill for 47% of respondents, followed by honesty (41%), the empathy (40.8%) and the cooperation (37.1%).

In addition, Spanish workers identify the ability to delegate, the ability to communicate, humility, active listening, organization and the ability to generate authority without constraints as traits of their ideal boss. Although some of these characteristics match the skills required by companies, there are others that are not as important to employees.

The “ideal boss” for companies

For companies, the concept of the “ideal boss” differs from that for employees, although honesty is also one of the aspects most valued by companies when it comes to giving a mark to one of their managers. The ability to work in a team and the ability to delegate are the other two aspects that top the list of skills for companies.

However, there are significant differences between the “ideal boss” for employees and the one that companies are looking for. For example the open-mindedness it is an aspect valued by 41% of companies compared to 11.9% of employees. They are in the same situation organization -37% of companies value it, compared to 23.9% of workers- who engagement -36% versus 15.6%- that experience Hi Ability to work under stressestimated by 31% of companies compared to 8.7% of employees.

It seems difficult to be an “ideal boss” given the data. However, knowing your own imperfections and identifying key areas for improvement can be a good start in order to maintain a productive and happy workforce without sacrificing business growth.

With that in mind, a Gallup study shows how The most disconnected workers cost companies around the world $500 billion in losses. On the contrary, “Highly engaged organizations generate benefits beyond employee satisfaction: the value of shares has higher earnings per share, and companies experience 22% higher profitability, 21% more productivity, 10% more customer retention, 25 up to 65% less fluctuation and 37% less absenteeism.”