WHY IS IT THAT EVERY TIME I TALK TO SOMEONE ABOUT THEIR MANAGER, WHAT I HEAR FROM THEM IS HOW BAD THINGS ARE WITH THEIR BOSS? I ASK MYSELF “IS THIS THE NORM? DOES THAT HAPPEN TO EVERYONE?“
With all of the management knowledge available, I would think that managers should be able to lead in any situation involving people. Conferences, training, experience…..It would seem obvious, but I still wonder: “Do we really understand how to lead others? Do we understand the simple things that we can do to be effective leaders?
OR ARE WE SIMPLY STUPID LEADERS?
After working as a consultant for many years, it certainly seems like many leaders simply don’t understand how to lead teams effectively. This thought became crystal clear after speaking to my neighbor on a train ride into the city. We had a conversation about work (I live in Chicago so sports are out of the question during baseball season). I asked him if he had ever had the privilege of experiencing an effective manager. His answer was similar to many others I have heard recently.
He said “No.”
He told me after working for the same company for the past few years, that he was not going to take the bad behavior of his manager any more. He quit his job. What made him quit? I asked him if it was it harassment? No. Was it a hostile work environment? No. Was it favoritism? He said that it was nothing that nefarious. He said that it was a simple lack of common leadership courtesy. Once again, someone quits their boss.
HE RELATED A COUPLE OF RECENT INCIDENTS:
For instance, when he came in 5 minutes late because he had to take care of his new born child, his manager immediately called him into her office and grilled him about it. But, when he stayed until 11:00 PM on a Friday to make sure the client’s project went live successfully, there was no response or acknowledgement. Being late: unacceptable. Staying late: expected.
In another case, his boss refused to reimburse him for a meal when he was working over the weekend at a client site to make sure a project was implemented correctly because he “did not get approval for the meal.” However, she did not say anything about how great it was he was working over the weekend. The lack of common courtesy was palpable!
Unfortunately, that sounded very familiar to me. It probably sounds pretty familiar to you, too. We have all heard numerous examples that sound just like my neighbor’s. It’s likely that there are hundreds of examples at which we all could point collectively.
SO WHAT IS THE PROBLEM?
The problem is that many managers and leaders don’t think about how simple actions from them can have huge upside emotional and productivity impact. Things like acknowledging when someone gives extra effort and stays late; giving a high performer some slack about start time; or giving recognition to an individual or team that finishes a tough project costs nearly nothing, but has massive performance implications.
These are not “rocket science” ideas. It is not about giving people money or plaques; it is about treating folks with dignity and respect. Gone are the days that employees would be willing to stick with a job or leader that doesn’t do the simple things. Sure, they will take the job now or stay with a bad manager until the economy changes. But when the economic environment does get better, they will be gone in an instant. Stupid leaders beware.
WHERE SHOULD YOU START?
Take the time now to do the simple things to treat employees like human beings. Make sure to recognize what they do well and efforts that rise above the call of duty with as much zeal as you point out what they did wrong. Simple leadership techniques will encourage people to work harder, be happier and enable all of us to reap the rewards. It is critical that you concentrate on a few fundamentals especially when times are tough.
ANTHONY TAN , MANAGING PARTNER OF CUE BALL VENTURE CAPITAL WRITES THE FOLLOWING:
1) Help create a meaningful role. Ask in an interview what she would be doing if she had all the money she needed; explain and remind the employee why her role is critical and how it fits into the bigger picture. This is the foundation and most critical component of long-term retention.
2) Give feedback . Do so regularly, with both honesty and thoughtfulness.
3) Offer professional development . Keep her larger career path in mind; ask what she wants most to learn. People want to know where they are heading and that you care in helping them get there.
4) Say thank you . This means both intrinsic and extrinsic recognition — that is, reaffirm your appreciation for their role (a simple hand-written note or verbal thanks from time to time goes a long way) and pay them fairly.”
Ask yourself any of the following questions…
- When was the last time you thanked an employee for extra effort?
- Do people dread coming to talk with you, doing so only when they have to?
- Do you only coach people when there is a problem?
- Do you praise your folks in public and reprimand in private?
- Do you know if people genuinely like working for you?
If you don’t know the answers to the question, you could be a stupid manager.
I am not suggesting giving people a standing ovation for coming into work, but I am saying that treating people like adults goes a long way. Taking the time now to make simple investments into good management will go a long way when the economy gets better.
Don’t be a stupid manager. Don’t fall into the habit of only coaching when something is wrong.
People leave companies because of bad leaders. Do the simple things that will make your team, the people you are around, and in the end YOU, more successful!
What are you doing to insure that you are proactive against acting like a stupid leader? What steps can you take to insure that you are thinking more effectively toward the real motivators of your team members? How can you create new communication gateways that help lesson the likelihood of your being thought of as a stupid leader? I would love to hear your thoughts!
