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Executives and managers are busy people. Every day brings new opportunities and challenges to management and the leadership team and of course there is never enough time to do it all. But no matter how busy managers are, the best managers make time for their people. Is a manager’s style important? Is being a good boss important? You bet it is.
According to management researcher Chandra Louise,
"80% of the employees who quit their jobs
do so because of problems with their bosses."
So if you are a boss be mindful, if you manage your employees with frequent use of "bad boss" behaviors, you just might find yourself in a very quiet workplace. Why? You’ll be alone! To avoid being that "bad boss", here are a few things for reflection that bad bosses do.
1. Embarrassing employees in public.
At some point, nearly everyone has observed someone being ridiculed at work. Though public humiliation is an old, outdated style of classic authoritarian management, and deemed inappropriate in today’s businesses, regrettably it is still commonly used. Any employee, when publicly embarrassed by his or her boss, will be unhappy about it, maybe complain, maybe leave, maybe get even, but in almost no circumstance will perform any better.
2. Not following up on employee ideas.
We all thrive on providing ideas and feedback, but sometimes even the best managers fail to follow up on employee ideas. In Christine Corelli’s book, “Wake up and Smell the Competition”, Tim, a well-liked sales manager, would conduct extensive "Blue Skies" meetings with his field sales force. He would listen carefully during the two-day meetings, which elicited countless ideas for beating the competition. Everyone left these “Blue Sky Meetings” feeling energized. However, when the CFO analyzed the funds needed to implement the ideas, they were dropped. Naturally, without any kind of meaningful follow up, employees won’t be enthused about such meetings and offering ideas again.
3. Withholding praise.
Years ago, a Gallup Study asked thousands of employees to cite indicators of a good workplace. Among the responses, one of the most frequently mentioned comments was, "I have received praise during the last seven days at work." Giving employees sincere praise is a simple action that many managers are unable to perform. Richard, now a VP with a security services firm, recalls a manager who had few interpersonal skills. However, one day, the manager approached him saying, "How’s it going?" Waiting for the inevitable reprimand, Richard was surprised when his manager said, "I just want to let you know you’re doing a great job." Stunned and delighted for a brief moment, Richard was shocked by what followed when his manager said, "They told me to say that at manager school." Withholding praise is a missed opportunity and offering insincere praise is even worse.
4. Ignoring professional growth needs.
Some bosses are so busy managing their own career, that they are oblivious to the careers of their direct reports. And, when employees take steps for self-development, these bosses find ways to be non-supportive rather than their employee’s biggest cheerleader. Have you been denied a professional development opportunity by your boss for one reason or another? Ignoring professional growth needs, and/or getting in the way of them, is one to the top bad behaviors of bosses cited in many people management surveys.
5. Demanding unrealistic rules of order.
All managers enforce rules and regulations. That is part of the job of being a manager. But poor managers enforce unrealistic rules that cause employees to either feel like children or just get mad. Here, I have a good one for you. Many years ago when I was an IBM branch manager and soccer coach for my son’s soccer team, I noticed that all of the other teams and kids on these teams had very nice jerseys sponsored by local businesses of all shapes and sizes from mom and pop businesses to Fortune 1000 firms. So, I decided that I wanted the kids on my team to have a cool jersey too and I wanted the jersey to have the IBM logo on it just like the other teams had their sponsor’s logos. So, for $150, I ordered the jerseys and submitted the charges for reimbursement. As an IBM branch manager, I had a budget for just these kinds of things. Despite the numerous positive comments by parents and untold customers of IBM that made a point to introduce themselves to me and thank me, and IBM, for being a part of and supporting the youth soccer program, what I remember most was my immediate manager, a vice president, telling me what a bad idea it was to mix community activities with business and that though she couldn’t think of any specific rules against this, she felt it was a poor judgment and that if there wasn’t a policy against this, then there ought to be. Naturally, I lost a great deal of respect for this person. And furthermore, I learned in management training years ago and tell this to my direct reports, if you don’t crossover the line of your authority at least once or twice a year, then you don’t know where the line is. And, unless there is wrong doing or mischief involved, more times than not, empowered employees that make it their business is a good thing, a very good thing.
6. Being vague and indirect.
Poor managers communicate with assumptions, generalities, lack of direction, and impatience. One manager recalls a director who gave projects without clearly specifying desired outcomes. When employees attempted to turn in results, she would say, "No that’s not it. I’ll know it when I see it." She was unwilling to tell her staff what she wanted or even what she didn’t want. Needless to say, turnover was high in her area, and nobody mourned her final departure to another department.
7. Showing you don’t care.
The bulk of horror stories reported by employees on websites that complain about bad bosses describe uncaring bosses. One example is a tale from an employee who counseled his manager not to interfere with an intricate computer program during the time he would be out for nasal surgery. Unfortunately, the manager did not heed the advice, tampered with the data, and then called the employee in to fix it. The employee, still in outpatient recovery, drug-laden and eyes swollen, arrived at work to fix the program and fell asleep at his desk during the process. The manager saw this and chastised him on the spot for sleeping on the job. In another sad tale, an employee who had lost three friends to a devastating auto accident the night before found out at work the next day that a fourth had also died. Grief stricken, the employee was dumbfounded when her manager scolded her for allowing grief to interfere with her work.
8. Being all-knowing all of the time.
Most managers are very good and got to where they are because they have demonstrated skill in many areas important to the business. But, poor managers use that expertise to reign over employees and micro manage projects. Bosses that micro manage are often guilty of never saying, "I do know but let’s ask someone that does." Or, taking every idea made by an employee and tweaking it so as to add a personal touch. The all-knowing manager keeps very busy making sure everyone knows expertise is known.
9. Ignoring individual differences.
Bosses are coached to be fair and consistent, but, in reality, all employees are different. Poor bosses put employees in one big box with little regard for individuals. Culturally and behaviorally, people are brought up with different values and methods of operating in the world of work. Too often, managers get caught up in the habit of rewarding individuals who are most like them and ignoring those that aren’t.
10. Never say you’re sorry or admitting being wrong.
Being able to say you’re sorry or wrong is a mark of healthy self-esteem. Great bosses have no problem with this. It’s the first step to getting a critical situation back on track. In today’s competitive business environment, deadlines, policy changes, and staff turnover create plenty of opportunity for miscommunications and frequent mistakes. There is also room sincerity. Admitting being wrong and offering an apology if and when appropriate is a tremendous managerial strength.
In conclusion, your workplace can be as de-motivating or motivating as you make it. So, as a boss, seek to avoid these bad behaviors. Believe you me, results will follow. As always, if you have a tip or two or three, share it with us here..!
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