Abstract: Employees' perceptions of and relationships with their direct supervisors can significantly impact job satisfaction, motivation, and work performance. Research suggests that feeling ambivalent or having mixed positive and negative views towards one's boss is even more problematic than outright disliking them. This article examines the effects of ambivalence on employee performance, explores potential causes like inconsistent leadership and unclear expectations, and offers recommendations for both managers and employees to minimize ambiguity and foster more effective supervisor-employee dynamics. Key strategies include setting clear goals, providing consistent feedback, explaining decision-making rationale, encouraging open communication, and maintaining fairness and integrity. By proactively addressing the roots of ambivalence, organizations can improve employee engagement, effort and satisfaction over the long term.

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