I was reading a blog this morning about what employees really want: more money or a better boss. The blog (http://ow.ly/eSHXY) was laughing at an article that claimed that 65% of employees expressed the desire for a better boss over more money! The author of this blog was in such vast disagreement that he indicated that there was no possible way employees would actually choose a good boss over money.

While this doesn’t hold true for all roles, many of us work side-by-side with our supervisors, regularly discussing, brainstorming, traveling with, creating, and many other things that can have a very direct and real impact on an employee’s happiness, engagement (I know I know…he insinuates that engagement is just another buzz word). A good boss can mean the difference in a miserable day-to-day existence and a very fulfilling, happy life. It’s interesting that one person can hold that much power, but when you think about it, over 27% of our time is spent at work. Studies also show that people don’t leave for more money. Nope, they actually stay or go because….you guessed it, their boss.  Whether or not the boss is a great leader or a great, big obstacle determines someone’s desire to stay or go in many instances.

Clearly, we agree with the sentiment that most people would choose a better boss over more money. As a result, we want to offer some tips for a strong, healthy relationship with your supervisor or boss.

Be Transparent: As much as possible, provide honesty and transparency to your team. Knowledge is power, and without accurate knowledge, your skilled, talented workers will struggle to follow, rally, or charge forward with any sort of effectiveness.
Recognize and reward: Even as people move up in the ranks of the organization, all people retain a fundamental need to be recognized, and rewarded, for their efforts. Regularly provide feedback, praise your rock stars often, and reward them on a personal, meaningful level. For some, cash is rewarding. For many others, some extra time off, a weekend away, the latest gadget, or even a gift card to their favorite restaurant can go a long way.
Challenge…and trust: Your talent team members are chomping at the bits for something more challenging and exciting, so put them in situations that will stretch them. Always remember to be there for support, guidance, coaching, and a helping hand when necessary. They don’t want to feel spoon-fed, but they certainly don’t need to be set up for failure either.