Most of us have probably run into a bad boss a time or two in our careers. And we're not just talking about a bit of friction or misunderstanding. A bad boss can completely alter that state of the work environment and make getting your job done nearly impossible.
Every leader has unique styles and their inevitable bad traits, and while it is normal to disagree from time to time with your direct reports, there are a few behaviors that should be avoided at all costs to maintain a successful and productive team.
Here are three of the most significant behaviors to avoid when managing a team.
While overseeing and offering insight is essential to being a boss, micromanaging should be avoided as it stifles productivity, independence, and creativity.
There are times micromanagement can be necessary. Perhaps your employee is on a very important project requiring guidance and review of deliverables to ensure accuracy. Or maybe you have a very new employee who still requires a lot of handholding. These are completely normal and even constructive instances of micromanagement. But if the micromanaging occurs across the entirety of your team for all functions, it can frustrate your employees and slow down operations dramatically.
Micromanagement can lead to a lack of effort in the long term, a slower turnaround for deliverables, and an overwhelmed manager that is spread far too thin to be an effective leader.
Lack of Understanding
As a leader, it is so important to show understanding and treat your team with care and respect. According to a study conducted by Office Teams, 66% of employees would quit if they didn’t feel appreciated.
With a considerable portion of life spent at work, it is clear that emotional support and positive relationships are crucial to employee retention. With this comes empathy and understanding of circumstances in life that may negatively impact an employee’s performance or require them to miss work and assignment deadlines.
Illness, death, family emergencies, and mental health are all real issues people deal with every day. As a boss, extending support and understanding may just be the reason you keep that rock star employee on your team.
While this might seem like the most obvious of bad behaviors, many employers take credit for the work of their subordinates without even realizing it. Sometimes it may be difficult to remember who really did have that great idea. Still, when you consider your employee's perspective, it is even harder to prove that the idea was theirs to anyone else when their boss takes the credit.
Not only can taking credit for that win cause a level of resentment or distrust on your team, but it can also rob motivation from your staff. After all, why try if you won't reap any of the benefits from your own work? And low morale will always lead to a discouraged team that underperforms.
Most of us have firsthand experience of working for a bad boss and so when you are fortunate enough to work with a good boss, let them know that they are appreciated.
One trait that sets great bosses apart is setting clear direction for their team with the support and tools to help them get there. If you are struggling to establish goals that are effective and attainable, consider setting OKRs as a team.
And as many great boss’s that take employee engagement and performance management seriously, take a look at modern performance management tools for your organization such as PeopleGuru’s HCM solution.
This blog post was written by Alexa Rivera and may not be copied or published without PeopleGuru's express written consent.