Everyone likes to believe that he is a great boss. Everyone loves him and is happy with his management. In fact, the bosses are sure of this, since no one ever complains to them about how they run.
However, studies show that about 50% of people who quit their jobs come to this decision because of accumulated dissatisfaction with their boss. In other words, not everyone becomes a leader. Just because you never hear your team complain about you doesn’t mean everything is going smoothly.
This only proves that subordinates don’t share everything they have to say, especially when it comes to you.
Here are 15 things that people hate about their boss, but will never say to his face.
- You are incompetent
Many of us worked for bosses who seemed to misunderstand senior management. They don’t have the technical or leadership skills necessary to lead other people, especially those who are more competent than themselves.
It is even more annoying when the boss wants to be involved in all aspects of the workflow in order to exercise more direct and strict control, even if he does not have any useful knowledge for the team.
- Showing bias
The fact that you like someone does not mean that everything they do is of the highest quality and that they deserve better opportunities for development than others.
Few things can be more damaging to a team than the obvious biases of its leader. Your employees will hate not only you, but also their colleagues, “caressed” by your attention. Share love and opportunities equally with everyone.
- You just want to hear consent
It’s good that you are a boss who listens to your employees. The bad thing in this case is that you only want to hear agreement and positive assessments of your ideas and proposals. Research shows that in 70% of unsuccessful projects, team members realize that their task is doomed to failure even before they get to work. When you choose to ignore the opinions and criticism of other people, you push your team on the path of inevitable failure.
- You delegate authority, but you don’t give them authority.
If you delegate tasks without giving employees the necessary authority to make important decisions, you are most likely suffering from control mania. You want someone else to do this job, but you don’t let them do it without first consulting you. This deprives people of a sense of responsibility and ownership, turning them into the most ordinary operatives who have almost no influence on the final result.
- You are indecisive
People need a clear direction. They want to know exactly what needs to be done and by what deadline. You can’t be an effective leader if you don’t know where you’re going. Indecision affects the employees’ faith in the success of their endeavors, and, as you know, no one wants to be on the losing team.
- You can’t concentrate
One of the few things worse than indecision is a lack of concentration. The constant change of priorities confuses your employees, who lose sight of the mission and goals of the company. Make a decision and stick to it until you finish the job.
- Other rules apply to you
There are certain benefits and advantages that go hand in hand with a managerial position. Everyone knows about this fact, and this is largely the reason why they want to become managers. It annoys people when these privileges go beyond the generally accepted standards of the company.
- Are you a sexist
Yes, this is a problem today. We would like to believe that we have overcome this way of thinking, but the truth is that there are still people who treat their employees in a completely unacceptable way.
- You are not around when your team needs you
One day when I was applying for a program manager position, the HR director asked me what my leadership style was. I replied that I like to share my control and power with my employees and that I am ready to get my hands dirty when necessary.
He replied: “It’s good because the last manager was a great administrator, but no one could find him when the situation worsened.”
- You are a micromanager
Nobody likes micromanagers. Breathing down your neck and constantly asking “Are you ready?” only irritates your employees. Give them the opportunity to succeed without driving them crazy.
- Make them feel like they’re not working for you
People prefer to work with you rather than for you to feel like part of a big team working together to achieve ultimate goals. Your employees know that you are the boss, you don’t need to remind them that you are in command.
- Are you willing to sacrifice your employees to achieve your goals
When things don’t go according to plan, and you can be sure that they will, no matter how good you are, don’t blame only your employees.
As leaders, you should always bear some responsibility for both success and failure. You may not have given clear enough instructions, you may have chosen the wrong person to complete the task, or you may not have fully supported the team in the future. There is no option where you are 100% flawless.
- Do you expect your employees to be workaholics
You talk about how important it is that your employees enjoy a good balance between their personal and professional lives, but at the same time you set strict deadlines that require work on weekends and in the evenings.
Good relationships are built on the basis of taking and giving. You take something from your employees and give it to them in return. When this process becomes one-sided and you start taking more than you give, your relationship with the team may deteriorate.
- You don’t support them
The most important thing that people expect from their boss is support. A helping hand in a difficult moment, a kind word for encouragement and motivation, protection from unfair criticism. This is what distinguishes a mediocre boss from a great one.
- Everything revolves around you
Everyone who comes to work wants to know that he has done a good job. One way to show employees that you are satisfied with their work is to express appreciation and praise them for their results. If you take responsibility for every success, you deprive them of a sense of significance and value, turning their work into another responsibility.
Think about your management style and note how many of these things apply to you, and if you want to keep your best employees, make the necessary changes as soon as possible.
If you’re wondering where to start, an apology is always a good start.
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