Research Reveals the Key to Happier Employees

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For so many, slogging through work and taking commands from bosses from hell in distrusting environments seems almost ludicrous. But it happens to workers everywhere.

However, the evidence asserts a better way of leading in boss-worker relations. It's been found that employees who think of their bosses?as "partners"?are significantly happier?than those who think of them as merely "bosses."

Bosses as partners? It may not be your own reality but?don't laugh just yet. Science has backed this idea in a 2018 paper published by the National Bureau of Economic Research .

The Happiness Boost

Millions of responses pooled over a period of several years revealed that?the happiness boost workers experienced in partner-boss relationships (especially for mid-lifers juggling the demands of professional and family life) was?"equivalent to the increased satisfaction that comes from more than doubling your household income."

Who's laughing now?

According to The Washington Post , which?first covered this study, "people with boss-supervisors exhibit a much more significant drop in life satisfaction between their early 20s and mid-40s" as opposed to people working with partner-bosses.?

Both groups, however, experience a significant increase in life satisfaction as they progress beyond their 40s. (see graph below)

This suggests that to counteract the dip in happiness often seen in employees and colleagues in their 30s and 40s, adopting a partner style of management could be the solution.

But still, it's understandable if your cynicism is quick to judge this a?bucket of crock. Our worldview of corporate bosses and our own unfortunate daily experiences hold true that most bosses aren't fit to inspire and lead other human beings as partners to achieve results.

The Traits of Partner-Bosses

It will require?drastically shifting that worldview,?both for employees aspiring to find better and healthier work environments and for bosses reimagining?a new way of leading. To do so, we have to study the evidence to help us determine an accurate baseline for modeling the behaviors of "partner-bosses" we want to replicate inside our organizations. Then, managers must learn, model, and practice the behaviors to create high performance (something that I address in my top-rated servant leadership course ).

Here are three examples of the partner principles I have coached and taught to managers and executives over the past 20 years. ?

1. They put their people first.

It's been found numerous times that excellent?customer experiences rely?entirely on excellent employee experiences because it's the employee?who makes or breaks the customer connection. Partner-bosses understand this and see extreme value in their workers; they'll pour?into their career growth and development and remove obstacles from their path so they can perform at a high level.

2. They connect with their people.

A big mistake someone new to a leadership role can make is to enjoy all the perks and privileges that come with being in?a leadership role?but slowly distance themselves?from the team to avoid any friction or meaningful involvement. This is what studies call "absentee leadership," and the research indicates that it's the most common form of incompetent leadership. Partner-bosses, on the other hand, connect with their people by seeking their input, sharing leadership decisions, and caring for their physical and emotional wellbeing.

3. They strive to improve people's lives.

Plenty of evidence suggests that the best leaders?serve the needs of employees before their own, which?has been shown to improve?performance and?lead?to business outcomes.?And partner-bosses are no different. They understand?that their role is to make?those around them?better so the whole organization thrives. Every day, they think about the answer to one very powerful question:?

What am I doing today?to improve the life of one of my employees?

Your turn: Have you ever worked for someone you would consider a "partner-boss?" What traits did they exhibit? Leave a comment and tag their names.

POLL: What Should I Title My New Book?

As many of you know, my first book will be released in the Winter. What title would make you want to grab it off the shelf? Click here to see the three options. And thank you for your vote!

Synopsis: This is a book about leading with practical/radical "love" and care (think of top leadership themes like empathy, inclusion, belonging, psychological safety, listening, and humility). The big idea is that when we lead with actionable love to lift up humanity, we have a clear, competitive advantage.

Executives: How Are Your Front-Line Managers Performing?

That's an honest question, and it may be hard-hitting for many of you in the C-suite. I say this because so many industries I've coached typically struggle with grooming the right managers to effectively lead front-line workers. If helping your front-line managers to become effective leaders is an option, the top-rated ‘From Boss to Leader ’ course may be the solution you need to drive people results. Watch this 2-minute video to see if this training may be right for your team of managers. Then book your 15-minute call, and I will personally speak with you to ensure it's a good fit. Let's connect and explore possibilities together.

About Marcel Schwantes

Marcel Schwantes is a leadership coach and global speaker whose keynotes and workshops spotlight the human side of work. He's been recognized as one of the "Top 101 Global Employee Engagement & Experience Influencers" by Inspiring Workplaces. His work is regularly featured in?media outlets worldwide, including Inc., Business Insider, Fast Company, and CNBC.