Are you a bad boss? It is never easy to do introspection like this because we all want to believe that we are good at what we do. But dig deep. Think about how you relate with your staff. If you are in a leadership role where you work or run your own business, think about whether the following apply to you:
1. Your employees don’t give you feedback. There’s a saying that I can’t remember word for word but the meaning basically is that when the boss doesn’t listen the employees get silent. If you’re not careful you may think that it is because they agree with everything that you ask them to do. Silence is not always consent. Think back. Do you usually reject your employees’ suggestions? Do you eventually get to hear that there were grumblings about decisions you made? Those are potential indicators that your staff are not willing to communicate with you. They are the ones who have in depth knowledge of the processes. Many times, their feedback is crucial in decision making so give them consideration.
2. You don’t give positive feedback. When employees present their work, you only find fault or point out ways for them to improve. Your team members are part of the team because they have the required competencies and they can perform well. If you do not remind them of that by giving positive reinforcement, you risk alienating them and creating a rift or at the very least cause them to avoid giving of their best. Be mindful of the feedback you give. Praise the good as well.
3. You don’t spend time with the team. Sure, you may have meetings and take part in other work related events, but have you really taken the time to bond with your staff on another level? It can be hard depending on the organization at which you work to get buy in for team building activities, however these are crucial to getting your team to be more cohesive. Check in on them with respect to their families, celebrate birthdays (if they are willing), or even have a team luncheon if possible. These activities improve morale and make people feel as if they are part of something special.
4. You are not flexible. Jane needs to leave early for an emergency and you ask her to apply for the two hours off. Mike has been asking for vacation for the last year but you keep putting it off because you just need him to be there. Try not to make life difficult for your team. Especially during this time, we should do our best to be as accommodating as possible. The world has had to be very innovative to get things done in the midst of this pandemic. Once all hands have been on deck and once they don’t overdo it, you can give your team some leeway here and there if they need some time away. We all have lives outside of the office and will need time off to tend to them.
5. You don’t help staff with their career development. Managers tend to forget this important aspect of their role. You should help your team improve themselves according to their career goals and or where you see them flourishing. Have discussions with them on where they wish to be in their career in the next few years and give them guidance on how to get there. Send them to appropriate training sessions, give them the opportunity to be a part of cross-functional teams in the organization and of course be their mentor as best as possible. Remember, the better they become, the better the work becomes and the more likely you will be able to retain your team.
As they say, employees do not leave bad jobs, they leave bad managers. Be conscious of the decisions you make and the way you perform as a manager and leader. You will reap the rewards once you make a concerted effort to invest in your team.
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