We spend the majority of our lives working. Eight hours a day, five days a week, often for more than 40 years. While we can choose the job, we can’t always choose the people we spend that time with. To be happier at work you should try taking a break to play slot machines.

But working with colleagues, customers and managers directly contributes to job satisfaction. And a study by the management consultancy Gallup recently presented figures on employee job satisfaction that are unlikely to please managers in particular.

3 out of 4 employees are disappointed with managers. According to the study, three quarters of respondents are dissatisfied with their managers. That’s why only 55 percent can imagine still working for their company in a year’s time. According to their own statements, 69 percent are only doing duty by the book. Many say that their basic needs are no longer met in everyday life.




  • Many managers seem to have lost sight of the well-being of their employees. They have become more concerned with managing crises.
  • New situations within a company require exchange, adaptation and clarification. Negative changes compared to previous years of the study can be seen primarily in the basic needs of an employee: Respondents want more orientation in day-to-day business, clear definition of expectations and responsibilities. They felt that priorities and goals were not clearly communicated.
  • Self-perception and external perception diverge further: bosses consider themselves good leaders, while 70 percent of employees say they have had a bad leader before.
  • Good leadership means that expectations are clarified, tasks are clearly assigned and employees are deployed according to their strengths.
  • Employees are encountering a labor market that is in flux. Due to the shortage of skilled workers and personnel, they have excellent conditions to reorient themselves if they are dissatisfied in their jobs.
  • The willingness to change jobs is higher than it has been for a long time.
  • Only one in two young people in Generation Z said they would still want to work for the same company in a year’s time as at the time of the survey. But: If Generation Z is offered good leadership, the figure rises to 80 percent.
  • Good leadership is necessary to increase emotional loyalty to the company. If this is the case, churn is less likely.


Although the results are new – managers have not all suddenly become worse within a year. This also has to do with a crisis phenomenon, explains labor market researcher Jutta Rump.




Corona, energy crisis, inflation: companies have to deal with many problems. During times of crisis, employees put their heads together because they want to get through the crisis well together.  – cohesion and tolerance are much greater at times.

For bosses, behavior during crisis situations is characterized by stress, new problems and a lot of work. If there is no time for employees, social competence falls by the wayside. Employees can put up with this for a while – but when crises ease again, dissatisfaction erupts and sick leave increases – a typical crisis phenomenon.

When a crisis is coming to an end and dissatisfaction takes center stage, first observe whether everything settles down again. Are there small things that have come to a head and can be easily changed again? Or is there a deeper structural problem?




Stress-related illnesses should also not be taken lightly. If your job is putting so much mental and physical strain on you that you are constantly sick and you can’t do anything about it, then it’s time to look for new employment.

If you can’t develop in your current job even though you would like to, then don’t let that limit you, but look for a new development opportunity with another employer.

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