[1]Canada’s employers have received a mixed report card, with less than half of all survey respondents saying that their bosses have done a good job in preparing them for future success, according to the latest survey results from global workforce solutions leader, Kelly Services [1]®.
Asked to rate their bosses, Canada’s employees have delivered a passing grade for their performance, with a score of 6.9 out of 10. But only 45 percent of respondents say that their bosses have done a good job in 
[2]preparing them for future success. A total of 36 percent say they have not been well-prepared, and 18 percent are uncertain.
The findings are part of the Kelly Global Workforce Index [3], which obtained the views of approximately 97,000 people in 30 countries, including more than 4,000 in Canada.
Around half of all those surveyed would be willing to recommend their current employer to a friend or acquaintance.
“Employees’ views of an organization carry a lot of credibility and have a significant impact on its ability to attract and retain talent,” says Kelly Services VP and General Manager of Canadian Operations Kristin Supancich.
Results of the survey in Canada show:
- Both Gen Y (aged 18-29) and Gen X (aged 30-47) agree that Gen X make the best leaders, but baby boomers (aged 48-65) strongly believe that their own generation are the superior business managers.
- The most important qualities in a good boss are communication style and leadership style.
- More than one-third of respondents (44 percent) describe their organization’s leadership culture as either “empowering” or “inclusive”. A total of 26 percent describe it as “authoritative” or “oppressive”.
- Slightly more than half (52 percent) say that their efforts at work are recognized and rewarded.
- Among those respondents who say they feel rewarded and recognized for their work, more than two-thirds (68 percent) say this takes the form of being “noticed by management”, while 15 percent are acknowledged through formal programs, and 13 percent receive bonuses or incentives.
“As the competition for talent gets tighter, employers will be evaluated more and more on their work environments. Employees will be more likely to examine and measure what they consider key factors in an organization’s performance when making choices about their workplace,” Supancich concludes.