Three Biggest Boss Failures Exposed and How to Fix Them

By: Tiffany Grosskreutz

Author

Three Biggest Boss Failures Exposed and How to Fix Them

We have all heard the saying that employees don’t leave their company, they leave their boss.  Let’s unpack this concept. We often like to villainize the evil boss with unrealistic expectations who works employees to the bone, all while taking the credit for their hard work.

What if it’s not that straight forward? At the end of the day bosses are people too, often with the best intentions.  This blog will expose 3 good boss intentions gone wrong and how to fix them.  The 3rd one may really surprise you!

The “hands off” approach mistaken for disinterest.

Micromanagement has become a well-known faux pas in the business world over the past several years. Many bosses will do anything to avoid the reputation of being a micromanager. However, this may come at a cost. Giving your employees enough attention, while also offering space and autonomy is a delicate balance. If managers are too hands-off, their employees may not feel supported or they may feel that their boss doesn’t have their back.

 Solution:  The best way to combat the confusion is to have open communication with employees and tailor the approach for each individual and their needs.

Transparency mistaken for untrustworthiness.

Managers may think they are doing their employees a favor by filling them in on high level discussions related to company strategy, restructures, and other delicate topics before they are finalized. Bosses may not realize that sharing this information could be detrimental to an employee’s sense of stability.  Humans innately gravitate toward certainty and if the changes you tell them about don’t come to fruition time after time, this could break down the trust between boss and employee.

Solution:  Managers should familiarize themselves with change management strategies and be sure to take the conversation seriously whenever communicating change to their employees.

Challenging your best employees mistaken for busy work.

A manager’s natural inclination is to give more work to their top performers because they want to “challenge” them or get them to the next step in their career. However, bosses must be strategic about the work they are putting on their best employees.

Solution:  Instead of giving them anything and everything, they should consider whether the work will help the employee meet their goals versus just to take something off the boss’s plate. By assigning rewarding yet challenging projects outside of their normal responsibilities, employees will feel a sense of value and accomplishment once it is completed. Also, never forget the most important part about stretch projects: recognition for a job well done.

If you are an employee experiencing these attributes in your manager, please assume positive intent and engage them in dialogue about these common misconceptions.

If you are a manager, chances are you are trying your best to build a great team. It wouldn’t hurt to reflect on this post and talk with your team to see if there is anything else that they might be perceiving differently than you are intending.

 

For more insights related to hiring, engagement, retention, and more, please visit our Titus Talent Blog Page .

 

 

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