Are You an Excellent Boss or Poor Boss?

Think of the poor boss you had. Chances are someone comes immediately to mind. Why do you consider this person that way? How did he or she act? How did this bad boss’s approach affect your attitude and work effort? Did this person influence you to do your best?

Now, think of a situation where you had the best boss ever. (It is harder to identify a boss who shines, isn’t it?) What was this person like, and what did he or she do differently? How did this person affect you and your work effort?

Working with a Poor Boss

Did you want to do a better job for the best boss versus poor boss? Of course! Regrettably, it is far more likely that most of our work life has been spent reporting to bad bosses. Bad bosses continue to dominate the landscape of corporate America today. Despite the research on effective leadership and companies’ profit and loss statements, bad bosses are an epidemic killing off employee productivity. It is a gloomy picture if we feel we cannot alter it. But we can.

Knowing how dismal it can be to work for a poor boss, we can decide to be the good boss. And if we have a few rough edges (and do not we all), we can get them polished. Maybe you can become an exceptional leader.

I know what you are thinking… What about those awful bosses who get good results? Yes, it does seem that some managers do well despite the pitiful leadership practices. In fact, if you talk to enough people, you will find poor bosses and good bosses can both achieve organizational objectives. The difference is in the “how” and what happens long-term. Lack of respect and poor relationships are weak fuel, leaving poor bosses with nothing to drive sustainable results. Results are unsustainable because poor bosses sap employees’ commitment and positive emotion to invest their best in their work.

In other words, bad bosses’ behavior does eventually catch up with them (or their organizations), but unfortunately for their victims-the employees-and it does not seem to happen fast enough.

Are You an Excellent Boss or Poor Boss?

Look at your results and talk to your employees. The number one reason employees say they quit is because of unhappiness with their boss. Employees with bad bosses are four times more likely to leave than employees who believe they have good bosses. Interviews in seven hundred companies of 2 million employees suggest that the productivity of employees depends on their relationship to their boss.

A new client of mine called me to help coach and train their leadership team because their employee turnover rates have doubled. Why? Poor communication skills and abusive attitudes by many of their managers and supervisors. Employee engagement scores are dismal. You must listen to your team and ask for their input on how to improve, if you do not, you destroy your team’s motivation.

Poor bosses contribute to low morale and bad attitudes. Consequently, this leads to subpar productivity, indifferent customer service, lower sales, reduced quality, and loss of profit. In addition, they have employee turnover problems and often must coerce or bribe employees to do things. Employees perform because they must, not because they want to. They are like mercenary soldiers being paid to do the job. They are not the spirited patriots fighting to protect their homes.

How do you start to become a better boss?

Unfortunately, in big companies, poor bosses stand on every step of the corporate ladder. In smaller organizations, the owners or key executives are often the culprits. Furthermore, research from various suggests that there are many bad bosses out there.

• Eighty percent of employees say they get no respect at work.
• Less than 55 percent of Americans are satisfied with their jobs compared to 61.1 percent twenty years ago.
• Fifty-four percent of employees in lower performing companies are disengaged.
• 85% of employee are disengaged at work worldwide.

If you want your team to be better, you must be a better leader. You do not have to be a poor boss. Improve your communication skills, conduct participative planning sessions with your team, and learn to facilitate engaging meetings. Most importantly, work on your coaching skills. In other words, keep learning: read new leadership books, attend seminars and webinars, and get a personal coach. As a result,  you will become a more positive and consistent performer. Trust will grow with your team.  In summary, you new approach will help your employees win. Your team will begin to achieve their goals.

Also, are you committed to your team’s success? If so, see this complimentary Coaching for Results eBook.

In addition, go here for our RealTime Learning & Training leadership and personal development website. Over 130 micro-learning and career development resources at your fingertips!

Finally, do you want to accelerate your leadership success? Go here for Rick’s Superstar Leadership eBook.