Bad managers drive turnover: 56 percent say they left primarily because of one

44 percent say they’ve been yelled at by a manager and 28 percent report being brought to tears at work

New survey data from Monster® shows that the relationships shaping workplace culture in 2026 are less about office chemistry and more about how employees are treated by their managers day to day.

According to Monster’s 2026 Workplace Relationships Report, manager behavior continues to be a major driver of retention and attrition. More than half of workers (55 percent) say they’ve stayed in a job longer than planned because of a great manager, while 56 percent say they’ve left a job primarily due to a bad manager.

For many workers, negative experiences with managers are common: 44 percent say they’ve been yelled at by a manager, 42 percent report inappropriate language, and 28 percent say a manager has made them cry at work.

“Employees don’t just leave jobs, they often leave managers. The way leaders communicate, give feedback, and show respect plays a central role in whether people feel motivated to stay or start searching for something new.”

Key findings

• Managers shape retention: 55 percent have stayed longer than planned because of a great manager
• Bad management drives exits: 56 percent have left primarily due to a bad manager
• Negative experiences are common: 44 percent have been yelled at by a manager; 28 percent say a manager has made them cry at work
• Trust is common, but not guaranteed: 86 percent trust their manager at least somewhat to act in their best interest
• Communication is generally open: 78 percent say communication with their manager is open most of the time
• Boundaries are the norm: 48 percent keep boundaries while still building friendships at work
• Connection still matters: 65 percent feel at least somewhat close to coworkers
• Appreciation is practical: 57 percent prefer tangible rewards over grand gestures
• After-hours socializing persists: 41 percent socialize with coworkers outside of work

Managers set the tone for workplace relationships

While many employees report baseline trust and open communication with their managers, negative experiences remain common and can shape workplace culture.

Positive indicators:

• 86 percent trust their manager at least somewhat to act in their best interest
• 78 percent say communication with their manager is open most of the time

Negative experiences:

• 44 percent have been yelled at by a manager
• 42 percent have experienced inappropriate language
• 28 percent say a manager has made them cry at work

Appreciation is the relationship signal employees remember

When asked how they most like to be shown appreciation, workers favored consistency and substance over spectacle:

• 57 percent prefer bonuses, perks, or tangible rewards
• 53 percent value verbal praise or positive feedback
• 34 percent want more flexibility or extra time off
• 26 percent appreciate practical support with workload or tasks

Connection with boundaries

Workers continue to value connection, but many are intentional about maintaining professionalism.

• 48 percent keep boundaries while still building friendships
• 23 percent are comfortable mixing personal and professional relationships
• 29 percent prefer clear separation or avoid workplace relationships entirely

Workplace closeness varies:

• 65 percent feel at least somewhat close to coworkers
• 35 percent describe workplace relationships as distant
• 41 percent socialize with coworkers outside of work at least occasionally
• 23 percent never socialize with coworkers outside of work

Workplace romance still exists, but it’s not the main story

Even as employees prioritize professionalism and boundaries, attraction and romance at work haven’t disappeared:

• 53 percent say they’ve had a crush on a coworker or manager
• 33 percent have been in a romantic relationship at work
  • 27 percent with a coworker
  • 6 percent with a manager
• Crushes break down similarly:
  • 40 percent have had a crush on a coworker
  • 13 percent have had a crush on a manager

The bottom line

Monster’s findings show that workplace relationships in 2026 are defined less by perks or programming and more by leadership quality, trust, and appreciation. While office romance still happens, the strongest forces shaping engagement and retention are day-to-day manager behavior and whether employees feel supported and respected.

Methodology

This survey was conducted by Pollfish on Jan. 4, 2026 among more than 1,000 currently employed U.S. workers. Respondents answered a series of multiple-choice questions exploring workplace relationships, communication, trust, appreciation, and professional boundaries.

The sample included representation across generations, with 18 percent Gen Z (born 1997 or later), 27 percent Millennials (born 1981–1996), 27 percent Gen X (born 1965–1980), and 27 percent Baby Boomers (born 1946–1964). Respondents identified their gender as 49 percent male and 51 percent female.

For more information, view the full report at https://www.monster.com/career-advice/job-search/news-and-insights/office-romance-isnt-dead or contact Lauren Adams at [email protected].

Images courtesy of Monster.com.