(Monster: Guaynabo, PR) -- 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%) say they’ve stayed in a job longer than planned because of a great manager, while 56% say they’ve left primarily due to a bad manager. For many workers, negative experiences with managers are common: 44% say they’ve been yelled at by a manager, 42% report inappropriate language, and 28% 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,” according to the report.

Key findings

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

Negative experiences:
• 44% have been yelled at by a manager.
• 42% have experienced inappropriate language.
• 28% say a manager has made them cry at work.

Appreciation is the relationship signal that employees remember

When asked how they most like to be shown appreciation, workers favored consistency and substance over spectacle:
• 57% prefer bonuses, perks, or tangible rewards.
• 53% value verbal praise or positive feedback.
• 34% want more flexibility or extra time off.
• 26% appreciate practical support with workload or tasks.

Connection with boundaries

Workers continue to value connection, but many are intentional about maintaining professionalism:
• 48% keep boundaries while still building friendships.
• 23% are comfortable mixing personal and professional relationships.
• 29% prefer clear separation or avoid workplace relationships entirely.

Workplace closeness varies:
• 65% feel at least somewhat close to co-workers.
• 35% describe workplace relationships as distant.
• 41% socialize with co-workers outside of work at least occasionally.
• 23% never socialize with co-workers 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% say they’ve had a crush on a co-worker or manager—40% with a co-worker, 13% with a manager.
• 33% have been in a romantic relationship at work—27% with a co-worker, 6% with 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: 18% Gen Z (born 1997 or later), 27% millennials (born 1981–1996), 27% Gen X (born 1965–1980), and 27% baby boomers (born 1946–1964). Respondents identified their gender as 49% male and 51% female.

For more information, view the full report at monster.com.