Are You a Disfavored Worker?

The results were nearly equal by gender, but varied significantly by age, with younger managers (ages 25 to 34) more likely to report having an employee they would like to leave than older managers (ages 55 and older) by a margin of eight percentage points—32% to 24%, respectively.  

What are some warning signs that your manager may want you out?  

When dealing with an employee they would like to leave, 42% of managers said they are likely to issue a formal warning. Other things managers say they are more likely to do that may serve as a red flag for workers include:  

• Point out shortcomings in employee’s performance more often – 27%; 
• Reduce responsibilities – 21%; 
• Hire someone else to eventually replace the employee – 12%; 
• Move the employee to another work area – 8%; 
• Keep the employee out of the loop regarding new company developments – 8%; 
• Communicate primarily via e-mail instead of in person or over the phone – 7%; 
• Don’t invite the employee to certain meetings or involve him in certain projects – 6%; and 
• Don’t invite the employee to social gatherings with co-workers – 3%.  

A majority (63%) of managers say the best thing a worker can do after a falling out with the boss is to simply improve the quality of work. In most cases, the negative attitudes will be history.  

Fifty-nine percent of managers say one’s ability to “move forward and not hold a grudge” is important to repairing working relationships. Similarly, according to 38% of managers, simply not discussing the falling out with other colleagues is a smart way to repair a relationship.  

Forty percent of managers say preemptive action by presenting ideas that may improve the working relationship is a good way to move past the problem.