Quality employee–manager relationships are key to career success

This study investigated the relationship between the perceived quality of employee-manager relationships and workplace outcomes, and whether these differed between autistic and non-autistic employees. We surveyed 189 employed participants (<i>n</i> = 92 autistic, <i>n</i> = 97 non-autistic) from the United Kingdom. Participants completed measures of employee-manager relationship quality; workplace behaviours, for example, strengths use and job crafting; and outcomes, for example, career development opportunities and job satisfaction. Multiple regression analyses assessed the association between employee-manager relationship and autism diagnosis on behaviours and outcomes. One's relationship with their manager was a significant predictor of all workplace behaviours and outcomes, explaining 22% of the variance in career development opportunities and 7%-11% for other dependent variables. Autism diagnosis was not an independent predictor of the quality of the employee-manager relationship and outcomes. Autistic participants rated the relationship with their managers as poorer than non-autistic employees. This study emphasises the importance of positive employee-manager relationships for career success, irrespective of neurotype. However, the poorer ratings of these relationships by autistic employees highlight a critical need for strategies to enhance employee-manager relationships.Lay Abstract<b>Quality Employee-Manager Relationships are Key to Career Success</b><b><i>Why is this an important issue?</i></b>Finding and keeping meaningful work is challenging for many autistic adults. A key factor in career success is the relationship between employees and their managers. Research shows that a strong relationship with one's manager can help employees use their strengths, feel more satisfied in their jobs and grow in their careers. However, little is known about how this applies to autistic employees, who may face unique challenges in the workplace. Understanding how these relationships affect autistic employees is important for creating supportive, inclusive and successful work environments.<b><i>What was the purpose of this study?</i></b>The study aimed to explore whether the quality of the relationship between employees and their managers affects autistic employees' workplace success. The researchers wanted to know if this relationship impacts things like job satisfaction, career development opportunities and the ability to use their strengths at work. They also compared autistic employees to non-autistic employees to see if there were any differences in these areas.<b><i>What did the researchers do?</i></b>The researchers surveyed 189 employees from the United Kingdom, including 92 autistic and 97 non-autistic participants. They asked participants about their relationship with their manager, how often they used their strengths at work, their job satisfaction and their career development opportunities. The researchers analysed this data to see how much the quality of the manager-employee relationship influenced workplace outcomes.<b><i>What were the results and conclusions of the study?</i></b>The study found that the quality of the relationship with one's manager was a strong predictor of workplace success for both autistic and non-autistic employees. This relationship was more important than whether an employee was autistic. However, autistic participants rated their relationships with their managers as poorer than non-autistic participants.