Two More Types of Bad Bosses and What You Can Do About Them!

We are wrapping up our 4-week series on the boss/employee relationship.   If you recall, I wrote a story  about a few types of bad bosses and what you can do about them, in January. I would like to choose two more and elaborate on them: the poor communicator and the excuse maker.

POOR COMMUNICATOR
If your boss doesn’t give adequate direction, fails to provide step by step process instructions, and/or doesn’t directly put forth her expectations, you need to press for clarity on a regular basis.  Try saying something like this:  “If it’s okay with you, I’d like to take a moment to repeat back the series of steps you just outlined for this process.”  Or, you might say:  “I want to be sure I am meeting your expectations related to this current project.  Here is what I think you want me to accomplish.  Is this accurate?”

EXCUSE MAKER
The boss who fails to face his shortcomings and take responsibility for them is a real challenge.  If he makes excuses for what he can’t find, can’t learn, doesn’t know, and doesn’t have, he’s going to make your life more difficult than it needs to be.  If this describes YOUR boss, then you are going to have to take charge of your situation by asking lots of questions.  These questions might sound like this:  “I am hearing that you don’t know the information I need to move forward on this project.  In your opinion, who should I go to in order to get that information?”  Another question could be:  Since you can’t locate your notes on last week’s incident, how shall I proceed with my piece of the report?”

For more information on how employees preserve the relationship with their bosses when conflict exists between them, check out this short clip on the topic:

If you have a question regarding the relationship among your employer or employee(s), send your questions, in confidence, to: dearsylvia@launchinglives.biz.

Fear Is Not the Answer: Learn the Six Pillars to Growing a Productive Staff!

The following is a guest column by Pam Shultz-Kovalewski, Owner of The Frugal Decorator…

My background in corporate management was an eye opener. I quickly learned that “Trusting your staff and watching them grow” is a dynamic approach to business that most businesses don’t put into practice. Historically companies rule employees by fear. Such as “don’t mess this up or your fired,” or “if you don’t hit goal you’re fired.” The best way to manage if an employee fails at a project starts with you, the manager. You must first ask why? Were they not trained properly, were they not managed or directed on their part of the project properly, how can we help set them up for success? 

Much like a teacher must learn how to teach” individual” students and figure out their learning process, the successful way to manage is to understand your employee’s personalities. There are six main traits to look for.

1) Challenging Work-These are people who attain success based on their talents. They are self-motivated and need challenge in order to produce. They also need to learn from their failures by teaching them what went wrong and helping them to arrive at solutions to create success the next time. Make sure you are teaching them and grooming them, for higher productivity ensures everyone’s success and pride in their work.

2) Predictability-These employees are motivated by security in their job and are the core work force not the exceptions. They look for a pleasant work environment, a steady paycheck, benefits and an upbeat and positive work place where they don’t get beaten up and harassed daily.

3) Independence- some employees need independence. They do not work well by being micro managed and need the opportunity to adjust their hours and not have someone looking over their shoulders constantly. Often, these are a creative type, such as a graphics designer or creative marketing positions. They tend to be more free spirited and produce great work when given more free-reign on a project.

4) Interaction and affiliation- These employees need others around them and need the social aspect of their job to feel fulfilled. They do best in teams or on group projects where their opinions, input and suggestions make them feel of value.

5)  Authority- These are natural leaders who never mind taking the lead on a project. They like to be in control and direct others well. These are the employees that should be groomed for higher positions by giving them decision making projects that allow them to thrive and be motivated to produce and lead others.

6) Recognition- These employees need praise after they have succeeded on a project. If they don’t succeed on a project they need recognition on the parts done well and gentle guidance on the part not done as well so they are motivated to do better on the next one. Often competition with rewards and perks are what get them going.

Many employees are combinations of these traits, but one trait in particular will be their success point.

Managers need to get to know their employees. Figuring out their personality traits and working with that information to motivate them makes everyone a success. Degrading and de-motivating employee’s makes them want to find another job and you might be losing a great employee simply because you haven’t figured out how to manage them. So learn about your employees so you can trust them and watch them grow into a success that reflects on you both.