According to a survey conducted by employee engagement platform Ten Spot, 47% of the managers are finding a hard time managing the remote workforce with 26% reporting it to be exceptionally difficult. Interestingly, 81% of the respondents stated that they would prefer resigning purely because of their current boss.
The findings further show that 61% of the responding employees think that working from home is going to affect their career growth and their relationship with the leaders due to the communication gap.
The survey reflects that male managers are more likely to be struggling with the management of the remote workforce. In fact, additionally, 10% of male respondents seek training in order to thrive in their current role.
Commenting on the findings, Sammy Courtright, co-founder of Ten Spot said, “While adapting to remote and hybrid work has been an adjustment for everyone, it appears to have really turned employee management and retention on its head.”
61% of employees think that remote working will affect their career growth opportunities and also their relationship with their leaders. Almost half of the men, against just 24% of women, seek training on relationship building in the remote workforce. 69% of male managers have claimed that they’re concerned that the communication gap with their bosses caused by remote work may hinder their growth opportunities.
In terms of age, 59% of the GenZ employees reported that they are managing a remote workforce at present, while 76% of the GenZ managers reported that they seek extra training with 81% of the Millenials reporting the same.
GenZ respondents have described their current managers as organised (44%), relaxed (44%), motivating (29%), confident (28%), and secure (25%) – seemingly suggesting that the younger generation of employees have a better, more authentic, relationship with their current bosses.
Sammy further added, “It’s become painfully clear that managers know they aren’t doing a great job, and they desperately want, and need, training to both help them become better managers and to set a good example for the next generation of managers.”