“People don’t quit companies — they quit bosses.”

We’ve all heard the phrase, and while it oversimplifies the decision to leave a job, it’s rooted in truth: the relationship with a direct supervisor often has a major impact on an employee’s day-to-day work experience. It can shape their career path, engagement level, and overall job satisfaction — for better or worse.

But not every employee who finds it challenging to work with their boss wants (or is able) to make a career change. So what can they do to improve the relationship and make the most of their current role?

We asked four of our industry leaders (Russ Girgenti, Market Leader - Waste & Recycling; Max Gunther, Associate - General Construction; Alan Howse, Market Leader - Division 9; and Jerry Wilkins, Executive Vice President of General Construction) to share their insights and best advice for working with a difficult boss. Here’s what they told us:

#1: Think about what “language” your boss speaks.

Depending on what management style your boss favors, their communication needs and expectations change – and that’s where “language” comes in. For example, Max tells us, “A Traditionalist Leader is usually someone who’s hands-on, values loyalty, and prefers results over process.” So how should an employee with a Traditionalist Leader for a boss communicate? Simple, says Max: “They’re direct and like to see action – no fluff, just results.”

On the other hand, you might work for a Process-Oriented Leader: “This type of leader often has a more corporate mindset. They’re focused on systems, data, and efficiency. They really value clear communication and updates—basically, they want to see the numbers that prove the results,” says Max. Status reports to a Process-Oriented boss might be more detailed and data-driven in nature than the no-frills check-ins with a Traditionalist boss.

Other management styles lend themselves to different communication needs and expectations. So ask yourself, “What are my boss’s top priorities?” Efficiency? Data-driven results? Frequent communication? Once you figure that out, adjust your approach to the way you work and the way you communicate with your boss about it.

#2: Consider your own normal communication styles – and decide where you can make adjustments and compromises.

Knowing your own preferred communication style can be very helpful in developing healthy working relationships. If your style is similar to your boss’s, communication might be easy and simple. But even when you have a very different communication style from your boss, that doesn’t mean you can’t align your styles closely enough to create a productive, positive working relationship.

Max worked with a Project Manager who was frustrated with the amount of check-ins his boss required. Rather than letting the situation drag out, the Project Manager found a solution that worked for both of them: He started sending a weekly snapshot email with 3 main priorities, project risks, and key wins to his boss. The communication was brief but it gave the boss the info he needed to feel confident. After that, the relationship completely turned around. Would the Project Manager have chosen that kind of check-in style or frequency on his own? Probably not – but it worked to meet his boss’s needs and wasn’t a difficult adjustment for him to make.

#3: Have a direct conversation with your boss about your concerns.

You’d be surprised how often a straightforward conversation can turn relationships around. Alan says, “If you are having consistent problems with their leadership style and behavior that are causing you to be unhappy, try to talk to them about it.” Remember: managers are human beings who may very well be open to feedback and making adjustments if you talk to them directly and respectfully – they also want to be good at their jobs.

Jerry agrees, adding that when you approach your boss “confidentially, directly, and sincerely with your views and suggestions,” you open the door to healthy, productive conversations. You can address differences in communication styles, expectations, and approaches, and learn to respect each other’s perspectives and move forward positively, even if you’re still not totally aligned.

#4: Remember that your relationship with your boss is just one part of your work experience.

As impactful as these relationships can be, Jerry always reminds candidates that individual differences with your boss don't have to reflect negatively on your experience or success with the company as a whole. “As an employee, contribute positively wherever and whenever you can,” suggests Jerry. Focusing on what you can control in your job performance and successes can help prevent one less-than-ideal relationship from affecting your entire work life.

#5: Consider the possible career benefits of navigating a challenging working relationship.

If you’re having issues with your boss’s leadership style, chances are good that you’re not the only one. Some managers produce excellent results but have a reputation for being difficult to work with. In cases like this, Russ says, “Often, if a candidate is willing to work with a ‘challenging’ boss, it is recognized by others and can help the situation.” In other words, the skill sets of adapting behaviors, communicating with tough customers, and putting the company’s needs and priorities ahead of personal differences reflect very highly on employees who put in the effort – and can help you in the future as your career continues to grow.

Of course, this is not to say that you should tolerate blatantly disrespectful behavior or a toxic work environment – taking care of your health at work is always a priority. However, not all challenges are necessarily toxic, so set boundaries for what you’re willing to work through and build those beneficial skills.

#6: Look for changes you can make to minimize your need to engage with that manager.

If the relationship doesn’t seem to be improving and is having a significant impact on your job performance or engagement levels, there may be options for bigger changes you can make. For example, Jerry worked with the president of a company who was very disappointed in a superintendent they’d hired on a large project. “The upbeat, knowledgeable, experienced superintendent who interviewed well had gone into a shell – quiet, not happy, etc.,” Jerry says. The president talked directly to both the superintendent and the project manager and learned that they just didn’t agree – or even like each other. The president decided to help them both thrive by separating them onto two different job sites, and each was able to be successful in their new environments.

It doesn’t necessarily have to be a crisis if personalities don’t mesh. Ask about options for shifting teams around, adjusting work schedules or workspaces, etc., that can create some distance between conflicting employees and ease the frustrating or unproductive dynamics.

#7: Recognize when – and if – it may be time to look for opportunities elsewhere.

If you feel like you’ve put in the effort to make your workplace dynamics healthier and more productive, you may reach a point when you feel like there’s not a path forward within your current company – and that’s okay, too. “If you feel like you can’t talk to your boss or they are unwilling or unable to understand your concerns, then you have a problem,” says Alan. Russ adds that in some cases, it’s clear that a particular manager is just too difficult and the company begins to lose talent from their team.

Adults spend most of their waking hours at work – you deserve a job where you feel, as Alan puts it, “capable, confident, and cared for.” In short, if you’ve tried to make it work in your current role and you’re not getting anywhere, recognize the writing on the wall and start to look at other opportunities in your market.

A difficult relationship with a boss can be a frustrating, draining, and disappointing experience, especially if the job is one that you otherwise love and want to succeed in. Russ suggests that his candidates try to prevent these challenges before they begin: “Ultimately, I tell the candidates I work with to be themselves. If they act one way during interviews and a different way on the job, it can get messy.” Alan agrees: “It’s always best to find out the management style and personality type of their boss before they start.” But even in challenging situations, there are strategies you can employ to help improve your relationships and your work experience. As Max puts it, “I always remind candidates that soft skills, like emotional intelligence and communication, are just as important as technical skills. Understanding how your boss listens and what they care about can make all the difference.”