Should You Be Friends with Your Manager?

Today people2people Recruitment reveal a complex relationship between Australians and workplace friendships—particularly with their bosses. A recent poll by them has revealed that while having workplace friendships can enhance happiness and motivation for some, the majority of Australians prefer to keep their relationship with their boss strictly professional. In fact, 70% of respondents stated they avoid being friends with their boss, with only 20% reporting they have a friendly relationship and 10% open to it.

Leanne Lazarus, Recruitment Manager at people2people recruitment, explains, “Friendships in the workplace are undeniably important for fostering trust and team cohesion, but when it comes to befriending your manager, the stakes are higher. Professional boundaries matter—not just to preserve fairness, but also to ensure a supportive and equitable workplace environment for everyone.”

The Generational Divide

The survey also highlighted differences in attitudes across age groups. Baby boomers are the most likely to report being friends with their boss (26%), defying stereotypes about generational attitudes in the workplace. Millennials and Gen Zs, while more open to workplace friendships overall (46% treat colleagues as friends), are slightly less inclined to form friendships with their boss compared to older colleagues.

The Impact of Workplace Friendships

When asked about the potential effects of being friends with their boss, respondents shared mixed views:

• 31% said friendships with the boss increase happiness and motivation.
• 47% preferred clear boundaries, suggesting potential discomfort with blurred lines.
• 22% believed it makes no difference.

Balancing Friendships and Fairness

When it comes to fairness, 40% of respondents believed being friends with the boss could lead to bias, while 52% said it depends on the boss. Only 8% believed it doesn’t matter. Lazarus explains, “Perceptions of fairness are central to team morale. Managers must work hard to ensure that their relationships—friendly or not—don’t impact decision-making. Clear communication, transparency, and inclusivity can go a long way in building trust.”

Leanne’s Advice on Navigating Workplace Friendships

To foster healthy workplace relationships, Lazarus advises the following:

• Set Boundaries: Clearly define when and where personal interactions are appropriate. For instance, avoid discussing personal matters during critical meetings or work hours. Use informal settings, such as team lunches or after-work gatherings, to engage socially.
• Stay Fair: Develop and follow objective criteria for work-related decisions, such as promotions, project assignments, or feedback. Document key decisions to ensure accountability and transparency.
• Support Your Team: Regularly assess team dynamics by seeking feedback during one-on-one check-ins or anonymous surveys. Be mindful of how close relationships might be perceived and actively involve all team members in decision-making processes.
• Value Transparency: Be clear about your expectations regarding professional boundaries. For example, if you’re a manager, communicate how you’ll handle personal relationships to ensure fairness in the workplace. For employees, discuss with your manager how to navigate the friendship without blurring professional lines.
• Provide Support: For managers, advocate for mentorship programs or peer-support groups within your organisation. Encourage leadership to offer workshops on managing workplace relationships effectively.

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