So I am flying back from Jacksonville, Florida. Tired. It had been three days of working with about 100 leaders at a conference. So it was a “good tired”.
Sitting next to me is a young woman.
My midwestern politeness overtakes my weariness and I engage in conversation.
Soon I discover she is a medical researcher finishing a five-week project. And that like me, she is heading home.
As we begin to establish a connection, reciprocity kicks in and she asked me about my work.
I talk about the challenge of “how to lead others” – a challenge I’ve been wrestling with for the last three years.
And then I share a recent survey result from Parade Magazine that I used at the conference…
Did you know that over one-third of employees would forego a pay raise, just to fire their boss.
The researcher next to me immediately agrees. “That sounds about right.”
Moments earlier she had told me she worked for the “best boss” in the consulting firm that employs her. And so I was curious why she felt that number was accurate.
“I have a great boss, but If I was assigned to any other boss in the firm, I would give up my bonus to fire them.”
Then after thinking for a quick second, she added, “Or I would just quit.”
Those few words show the impact bosses have on the people they lead. Your leaders are the difference between an engaged workforce or a workforce ready to jump ship at the first opportunity.
And it’s the puzzle that keeps me up at night. How to create and maintain a quality connection between boss and report.
So I’m curious. What would you give up to fire your boss? A pay raise? Something else?
Let me know in the comments below.