The chief, reporting to his subordinate on what is standing in the presence of the rest of the team, almost certainly causes confusion in the ranks of the company's employees. Worse, if he is in the hearts of a person who has committed a minor but annoying mistake. However, most often the bosses scare their subordinates in not such obvious ways, without knowing at all what image they have in the company. Believing that “educating” workers brings more benefit than harm, the leaders then wonder why, as they appear, everyone as if on command silenced and leaned over the papers, although three seconds ago there was a lively chirping at least a dozen people behind the office doors.
To avoid such an effect and not turn into a Goodwin, "Great and Terrible", first of all, take the rule to put yourself in the place of your subordinates and carefully select the tone and words in conversation with them. In addition, consider whether you are making the typical mistakes of the “harsh” boss listed below. Who needs downtrodden and trembling workers? Not for you. So, try on unacceptable behavior on yourself.
Dismissing a key employee without giving reasons
The more the staff of your subordinates, the more often there is a need to get rid of the "problem" employee. However, when you dismiss someone, you must ensure that all other employees understand the situation and the reasons why they have lost their colleague. Only in this way can you save them from fear for their work.
Employees always want to understand what is happening in the team, and this is a normal desire - to know the reasons for which someone can be suddenly fired. If they conclude that you can dismiss anyone without any reason, they will prefer to quit themselves, and you will quickly be left without a team.
Premature talk about selling a business
It’s very rash to openly talk about plans to sell your business if the deal has not been concluded. If employees who are not shareholders or co-owners of the business find out about the sale of the company, then why should they stay in your company? No one likes change and uncertainty about tomorrow. People need stability.
Selling any business causes inevitable rumors and discussions - workers will wonder what awaits them with the new owner coming to power. Top managers and other key employees are usually the first to know about a change of ownership and, accordingly, they can go first to look for a new job. Even if your business goes to a well-known client or partner, you still cannot guarantee that nothing changes for ordinary workers. Employees have the right to know if they have a place in the structure of the company after a change in the owner and managerial staff.
Attraction of the indirect adviser
Attracting a person from the outside can make employees feel like under a microscope. Naturally, each person will take everything personally and imagine that a new person was invited specifically to follow his work. To avoid such confusion in the ranks of the team, managers should clearly explain to their employees why an outside consultant was invited. It is best to tell employees that an observer will assess opportunities to improve working conditions and refine the company's overall vision.
Sharp strategy change in the middle of the process
Regardless of the reasons why you have to change your work strategy, staffing, or your leadership style, make sure that your employees are aware of why such changes are taking place at the height of their work. By their nature, people are not resistant to change, so leaders and small business owners must first explain why the strategy is changing, and not what is changing in it.
A large number of closed meetings in periods of uncertainty, especially if you practically do not communicate with your subordinates, will not be able to provide a healthy atmosphere in the team. Lack of information about what is happening leads to gossip at the cooler with drinking water, undermining the illusion of stability on which your team’s equilibrium is built.
Use phrases like "We need to talk" or "Unfortunately, I have to report"
The surest way to speed up or slow down the heartbeat of any of your employees is to start a conversation with these phrases. Everyone understands that no one is perfect and can make a mistake for which the boss has the right to criticize. Such expressions clearly give subordinates to understand that now they will fly in full, and they begin to be afraid in advance. Just pick up other words and think before you speak.
Ignore key customers
As a rule, a small business owner is the main contact person for key customers who contact him directly with all questions. If the boss starts to neglect such a relationship, employees may begin to worry about the company's fate and - guess? - yes, look for a new job. As you know, maintaining customer relations is the most important rule of any marketing strategy, so the fears of your subordinates will be fully justified.
Of course, with the development of the company and the growing number of customers you may lose touch with some of them, but key customers should always be in the first place for you.
When subordinates feel that the future of their company is threatened by financial problems, this also scares them. Managers may be surprised when employees begin to ask questions about the financial situation of the company, having heard rumors and gossip. Often, such questions come from those workers who have access to a small part of the financial information. This can be a serious problem if the owners and managers do not begin to share all the information about the financial condition of the company on a regular basis.
If your employees find out about delays in paying suppliers ’bills or (God forbid) tax payments, they will inevitably start worrying - after all, you pay them too! Most of them have a poor idea of the difference between cash flow and the profit and loss statement, but everyone in suspense will be waiting for wage payments to be late. Even if this happens, and your company is actually going through hard times, the right decision will always be to keep employees informed. You are not required to provide them with financial statements, but you can simply regularly report on the financial situation of your business. If you are completely in debt, you need to explain in detail why this happened and what prospects you have at the moment. Whatever you say, workers can imagine a much worse state of affairs.
Ignoring legitimate employee complaints
If your employees come to you with a problem, take the time to listen to them and do everything possible to solve the problem. Ignoring complaints or merely “taking notes” immediately puts you in a bad light, and even to those employees who have (so far) no complaints.
Such a careless attitude to the problems of subordinates can cost you dearly. If you think logically, then dissatisfied workers have only one way out - to solve their problems on their own. And this is usually done either by dismissal or by going to court.
So be open and frank with your subordinates, and in their eyes you will become adequate and fair. Unfinished - it all starts with her.