Nearly 50% of employees say their boss doesn't understand them or their job—how to fix that, CEO says
Forty-six percent of employees across the U.S. say their bosses only somewhat or rarely understand their contributions at work, according to the April 2025 Workplace Perception Gap Survey from HR platform The Predictive Index, which sampled 1,000 workers across different industries, age groups and job levels.
Nearly half (44%) of surveyed employees said they've been passed over for raises and big projects because someone misconceived their skills or habits at work. And 48% said bosses and managers regularly underestimated their contributions.When it comes to the root of this misalignment, "I think there are three things to really look at, and that's clarity, investment and connection," says Jennifer Schielke, author, leadership consultant and CEO of Summit Group Solutions, an IT staffing firm.
Each new generation entering the workforce brings different perspectives and expectations, sometimes making it difficult for bosses and their employees to see eye-to-eye, Schielke says. And when you don't invest time into building your workplace relationships and professional network, you'll lack the connections you need to feel heard and understood.
Both employees and bosses can work to strengthen bonds in the office, says Schielke. Here's how.
Your boss isn't a mind-reader, so when you feel misunderstood, overlooked or have questions that haven't been answered, speak up, Schielke says.
Try asking your boss or manager for advice instead of feedback to get more authentic, actionable responses, Wharton organizational psychologist and bestselling author Adam Grant told CNBC Make It on February 11.
If you feel like your boss doesn't understand how hard you work, for example, you might ask something like: "I want to make sure that I'm prioritizing work that matters most to you. Can you help me understand what you think should be top of mind?"
Successful people use this tactic to cut through flattery and "potentially demoralizing" critiques, both of which are unhelpful, Grant said.
Leaders set the tone for workplace culture, and you'll benefit from going out of your way to make sure your workers feel like they belong, according to Schielke.
Consider some short "engagement activities" — a coffee hour, a round of trivia, icebreaker questions before meetings — to learn more about your team and how they like to work, Schielke says.
At her own workplace, Schielke ditches her title. Her employees know she's the boss, but she doesn't want the CEO title to intimidate people from having real, authentic conversations with her, she says.
"We don't want it to be an environment where people are thinking, 'I can't talk to the CEO,'" says Schielke. "I'm just a person. Titles are important externally, but [in the office], I can sit down and work alongside you."
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