Almost everyone has had a problem boss, manager or supervisor at some point in life or another in their career. I don’t necessarily mean a problem with the boss, but instead a boss with a lack of vision and an inability to foster a cooperative spirit and build a unified team.
Such bosses are no fun to work for; and they do not do their companies any good either.
Dealing with Roadblocks
What happens when events don’t go the way they’re expected to go? Many things can derail even the best-laid plans company plans: The market suddenly takes a dive, expenses soar unexpectedly, or the quarterly report didn’t hit the mark.
Owners and upper management want a turnaround, and they expect action.
What do poor bosses do? Often, they cut expenses by pulling the rug out from under their employees. Even if they don’t issue pink slips, they shelve helpful training and education, cut hours, eliminate perks or start “hovering” and issuing orders. They might begin to watch their employees as if they’re the enemy.
It’s the “old school” way of doing things, and it’s an emotional reaction, even though the employees who are affected by the cuts usually have little to do with the poor performance. They have simply been doing the jobs they were hired to do. They may be blamed for outside forces beyond their control.
Making those employees make do with less, demanding more and hoping for enthusiasm in the face of minimal support are not only difficult to justify, but counterproductive. Those are the actions that drive a wedge between you and your employees. Eventually that lack of common purpose and direction may destroy a company and initiate the “resume” hunt by employees.
The “my way or the highway” mentality is outdated!
Turn it around. It’s unfair and ineffective to “punish” employees for the things that are beyond their control. Why not look to yourself, and begin to lead your employees in a different direction? Emotional reactions will not solve a problem, but teamwork can.
Build a Mental Roadmap
Effective leaders know that teams take on the characteristics of their “coaches.” In order to build a lasting spirit of cooperation and achievement, however, you must first look to your own abilities and strengths. You must communicate your goals and your methods. The you must make a real commitment to success.
That includes the commitment to help employees build skills, learn new techniques and “buy in” to company goals. It means going the extra mile to support them during difficult times and commending them for success.
Some managers still believe that they are needed. The truth is not that simple. It’s really the team that is the essential component of achievement. Management styles differ, but all effective leaders acknowledge that it’s not their own work, but the team effort that counts. Your role may be vital, but if you don’t learn to treat your employees well, you may find that one day they no longer need you!
They may simply be putting in their time, waiting for the chance to move on. And, trust me, they’ll be polishing up their resumes in the meantime.
So, use your leadership abilities, your knowledge and your talents to build a team.
That’s the blueprint for success. Don’t give up on it.