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Learn differences that make a difference!
We have all had bad bosses at some point in our careers and remember working for them grudgingly. It is quite possible that our management style has a good amount of their influence without we even realising it. How then does one avoid the trappings of a bad boss? What are the differences? How do we differentiate between a bad boss and a great boss? There are some simple things you can do to become a great boss and bring out the best from your team. These tips require litt
le or no investment of time and energy but elevate you to the status of a “super supervisor”.
Retrospect: Just try to remember the worst supervisor you ever had. Ask yourself what he did that hurt you most. What behaviour of his resulted in a below par performance from you? If you want to be a better supervisor, introspect to find if your interactions with your team reflect shades of similar or any other kind of bad behaviour.
Solicit feedback: Employee feedback is the best source to find how your management style impacts the team’s performance. However, if asked directly the team members would often be too reluctant to give an honest feedback on your style of functioning for fear of reprisal. Instead, it is always a better option to find out what supervisory style brings out the best performance from them in an indirect fashion. Engage them in a one to one conversation and find out about the best supervisor they ever had and what they liked most about him. The information about which actions of their boss inspired a high performance from them can give you insights into their expectations from the manager.
Learn about the differences that make all the difference:
Routine Vs paying attention: If the routine communications from your boss were inspiring, phrase your communications with your team differently. Always be conscious of the fact that everything matters. See that you impact employee trust, productivity and morale positively through your communication and interactions.
Autocratic style: If the autocratic style of your boss stifled your freedom of expression, you should adopt a more democratic style. Create a conducive climate wherein your team members can voice their concerns. Assure your employees that you are always ready to address their concerns. Allocate some time every week to make it a better place to work.
Never let employee frustrations to fester. Encourage open talk and do the best you can to mitigate their woes.
Know- it-all boss Vs a good listener: If the know-it-all attitude of your boss irked you, try practising good listening skills to send a strong message that you value and respect your team members. Also the more you listen the more you understand them and thereby you will be better equipped to positively impact their work performance and engagement levels.
Focussing on tasks Vs relationships: The feeling that the boss cares for them makes a huge difference to how employees act and perform their jobs. So, care to know about your employees as to who they are as individuals.
Occasionally go out with them for lunch and engage them in small talk. Promptly consider their requests and make an earnest attempt to solve their problems.
Being bossy Vs being yourself: Did your boss overact the role of the boss by being too formal, reserved and made it difficult for you to relate to him? Try to be yourself while interacting with your team.
The more genuine and approachable you are the greater will be your ability to lead the people.
Model courtesy and respect in your interactions with the team.
Nit-picking Vs good finding: If you resented the nit picking ways of your boss, you should never be a nit- picker yourself. Always notice and acknowledge good things your people do. When your team members fail to do some task as per your expectations guide them to better performance through words of encouragement.
Criticism Vs appreciation: If criticism killed your enthusiasm to work, refrain from criticising your team members when they go wrong. Offer your advice and guidance to help them do a better job. Also never, take their good work for granted. Always show appreciation for a job done well.
Inaction Vs action: If your morale received a severe blow when your boss failed to tackle poor performance or unacceptable behaviour in the team, you should be more prompt in taking action when such problems arise in your team. Take fair decisions and quick actions to uphold team morale.
Consciously avoid the influence of ’bad boss behaviour’ to become a super boss who can enhance employee productivity by leaps and bounds!
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N. PURNIMA SRIKRISHNA
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