What would we do if we became managers of our current company?

In our latest career survey, we asked you aquestion:

„What is the first thing you will do if you become the manager of the company you work for?“

What are the results obtained:

• 50% – I will hear what everyone thinks
• 25% – I will tighten the organization within it
• 21% – I will let some people go
• 4% – I will increase salaries

 

🧠 What do these answers tell us?

This survey reveals curious – and somewhat concerning – trends in the thinking of workers in Bulgaria. The answers not only show personal preferences but reflect accumulated impressions from the real work environment.

1. Most people want to first hear what others think (50%)

This is a clear signal of a lack of sufficient voice in companies. Employees feel that their voice does not reach management – or is not taken seriously. This result highlights the need for better internal communication, feedback, and transparency.

➡️ Conclusion: People do not want to be just executors – they want to be heard and understood.

2. "Tightening the organization" is a priority for 1/4 of the participants (25%)

This can be interpreted as a need for better structure, processes, and clarity in roles. In many companies, chaos still reigns, unclear responsibilities, overloaded teams, and a lack of clear leadership.

➡️ Conclusion: Good management starts with internal order. Organizational chaos exhausts and demotivates employees.

3. 21% would let go people

This answer sounds harsh, but carries several possible interpretations:

• People feel that there are "parasitic" units or toxic colleagues;
• They observe a lack of effectiveness or demotivation that is tolerated by management;
• Or they simply want a fairer assessment of contributions.

➡️ Conclusion: A culture of tolerance for low productivity or harmful behavior kills team motivation.

4. Only 4% want a salary increase as the first step

Surprisingly low percentage, especially in the context of inflation and rising costs. This suggests two possibilities:

• Or people already feel relatively well paid;
• Or compensation is not the main sore point – the lack of voice, structure, and team fairness turn out to be more pressing issues.

➡️ Conclusion: Salary matters, but it is not the only or leading driver for motivation.

 

🧩 General conclusion: People want structure, fairness, and participation

The survey shows that most employees are not looking for easy change or personal gain. They want:

• To be heard;
• To have order and clarity in work;
• To remove the feeling of "injustice" or inefficiency;
• And only after that – perhaps – higher pay.

 

💡 What can a good manager do?

If we were really managers – for more than a day – we would draw the following lessons:

1. Ask. Listen. Analyze. – Regular and authentic communication with the team is key.
2. Structure. – A well-organized company gives people security and clarity.
3. Act with fairness. – People value honesty more than formal politeness.
4. Invest in culture, not just in salaries. – It is the foundation of long-term engagement.