The research conducted by Robert half in collaboration with the School of Life reveals a slight increase in the extinguishing among managers from one year to the next, from 21.95% to 28.12%
More than a quarter of the Brazilian bosses are not happy WorkAccording to a survey conducted by the advice on the talent solution Robert half in collaboration with the global organization The School of Life. In total, 28.12% of the 387 leaders interviewed assumed dissatisfaction with work, a slight increase compared to 2024, when the percentage was 21.95%. Already among the 387 LEDs, 26.72% said they were not happy.
The data come from the sixth edition of the survey on emotional intelligence and mental health in the workplace, which has listened to 774 professionals with a complete education complete with different regions of Brazil, for 25 years. The mapping was performed between January and February.
“It is worrying to know that, even with progress in the debates and in the management actions of people and organizational well -being, work is not yet a source of realization for a significant part of the workers”, says Diana Gabanyi, CEO and head of business experiences at the School of Life.
The reasons most underlined by the heads that are considered unhappy to work are an insufficient salary, the lack of purpose and toxic relationships in this order. Among the employees, the reasons are an insufficient salary, the lack of career plan and the lack of purpose. The survey presented a list of reasons and the interviewees chose up to three options.
The levels of happiness, in turn, are 71.88% between managers and 73.28% among employees. Similar laids between leaders and leaders suggest that satisfaction is not necessarily linked to the hierarchical level, autonomy or decision power, Diana underlines.
Among the heads that feel happy at work, the reasons most underlined by the interviewees were the realization and the sense of the purpose; Balance between personal and professional life; and challenges and continuous learning. Among the employees, the responses were similar: the main reasons are the organizational climate and positive relationships; Balance between personal and professional life; and realization and sense of purpose.
Mental health and leadership
The survey also underlines that 41.24% of managers and 44.83% of workers have faced emotional challenges: these percentages include those who feel emotionally agitated without receiving any diagnosis and even those to whom anxiety, stress or burnout was diagnosed.
Another important point is vulnerability in leadership: 20.62% of managers say they do not feel comfortable in asking their direct leaders, who are lower among employees (16.38%). Here’s how the participants responded to feel comfortable in asking for help from their direct leadership.
Leader
- Yes: 54.12%
- No: 20.62%
- Maybe: 18.56%
- I can’t say: 6.70%
Collaborators
- Yes: 68.10%
- No: 16.38%
- Maybe: 12.93%
- I can’t say: 2.59%
The research report underlines that companies should encourage authentic and transparent leadership to strengthen healthier work relationships and an environment in which to ask for help is not a sign of weakness. Saul Velasco, psychologist and learning of the school of life, underlines that the idea that a good leader should always be safe, resolved and self -sufficient can end up damaging everyday life. “This behavior, strengthened by corporate cultures that romanticize extreme resilience, can generate insulation and emotional exhaustion, making leadership a lonely role,” he says.
Communication and cooperation
When asked if they believe that important information is always communicated clearly, completely and at the right time of the company, the expressive percentages of managers and workers have declared “no”: 19.59% and 23.28%, respectively. This could encourage an environment of “uncertainty, voices, incorrect interpretations, errors and religions”, says Diana Gabanyi of the School of Life.
In addition to the communication, the survey data also illuminate the warning to another pillar of any company, collaboration: only 15.98% of leaders and 15.52% of those guided ones say “always” that the collaborative spirit is part of the company’s corporate culture; 42.78% of managers and 41.38% of employees stressed to hear it “frequently”; 31.96% of managers and 35.34% of employees declared “occasionally”.
Maria Sartori, director of the Robert Half market, states that the way people face work have undergone a great transformation, from a means of survival in search of purpose and balance. “In this scenario, the rigid and hierarchical models should be replaced by a more collaborative, empathic and emotionally safe organizational culture. This, at the end of every work, tends to reflect on productivity, involvement and innovation,” he says.
According to experts involved in research, five initiatives are important for organizations to expand reflections on communication, cooperation, mental health And aim: promotion of a culture of mutual support, which facilitates the search for professionals for help within the organization; Training of cars -Conossence and emotional intelligence; Greater transparency and efficiency in the transmission of objectives, changes and strategies; encouragement to teamwork and healthy interpersonal relationships; and expansion of the actions for the mental well -being of the team.
Source: Terra
Ben Stock is a lifestyle journalist and author at Gossipify. He writes about topics such as health, wellness, travel, food and home decor. He provides practical advice and inspiration to improve well-being, keeps readers up to date with latest lifestyle news and trends, known for his engaging writing style, in-depth analysis and unique perspectives.
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