Learn How to Banish “Bossy” Behaviour
Who’s the boss? Employees already know who is in charge; therefore, employers do not need to constantly “boss” their staff around in order to reinforce their status. Why? Because leadership shouldn’t depend on being an overly assertive boss. Overbearing leadership styles cause employees to feel disrespected, in turn leading to a disengaged workforce and a decrease in employee retention. Attention all bosses: lead your team to success, rather than leading them to leave altogether.
How can bosses banish their “bossy” behaviour?
- Real bosses don’t blame their employees
All managers and staff in positions of authority are responsible for the success and failures of their team. As a result, if a project fails and the result is due to an action made by a member of a manager’s team, the blame falls on the shoulders of the manager for approving of the action that was made. Shouldering the responsibility is a primary role of any manager; they are the guardians of their team. However, if the employee has acted without consent or approval (or acted inappropriately), the issue should still be addressed to the employee responsible for committing the action, without placing blame, but bringing the issue to their attention and coming up with solutions to avoid an occurrence in the future.
- Promote a culture of respect
When employees feel respected and valued – not undermined – they are more focused on performing. If employers are looking for a way to demonstrate their value of employee performance, conducting reviews and providing employees with rewards if goals are met are simple methods to invoke ownership over tasks and accountability in teams.
If the channels of communication are open, employers and employees can forge stronger bonds based on trust and understanding. When employees trust an employer, and don’t feel threatened, individuals are more aware of their place in the overall team and are willing to play their part in making the company’s initiatives happen.
- Tell people what you want, not how you want it.
Creative direction and a clear idea of a strategic vision is a guide for an employer’s team, and if employees are tenured enough and don’t require constant management, they’ll likely be able to come up with a solution that satisfies an employer’s requirements. They’re hired to perform their individual tasks, so employers should step back to allow employees the space to manage their own job responsibilities. If an employee is feeling micromanaged, this form of helicopter management shows employees that there isn’t much trust in their abilities.
Fostering a culture of trust, open communication, respect and strong leadership (without being too strong) will ultimately lead an employer to manage their workforce without being branded with a “bossy” title.