- Taking credit for someone’s work.
- Blaming others and not standing up for your team.
- False promises to get someone to do something.
- Favoritism and being unfair.
- Downplaying employees' accomplishments to make oneself look better.
- Not appreciating loyalty, hard-work and efforts of others.
- Treating others poorly – not showing respect or empathy, micromanaging employees, not trusting them to do their job.
Talent will get you in the door but character will keep you in the room.
People don't leave bad jobs. They leave bad bosses. A lot of business leaders don’t even realize how closely they’re being watched by their subordinates. Your ability to influence is not just based on skill or intelligence; it’s based on trust and requires integrity, which is the foundation of real and lasting influence.
An employee's relationship with their manager sets the tone for their level of commitment to the organization's success. Threats and intimidation only yield temporary results. You can't keep throwing your employees under the bus and expect them to give their all.
If you aren't a person of integrity— your team won't trust you, vendors don’t believe you, and customers will not support your business.
People might tolerate a boring job or long commute, but they are more prone to leave if their boss treats them poorly. Many companies are struggling with low employee engagement. It all comes down to how you treat people. For loyalty, there has to be a relationship that develops between employee and employer and this develops over time through trust. Transparency, authenticity and walking the talk are essential for building trust. You can't buy loyalty, but you can certainly foster and nurture it by being a person of integrity.
My first boss was the best. I had a family emergency and before I could finish explaining to him the situation. He said, "And you are still standing here talking to me? Why aren't you out the door yet? I'll cover for you." I smiled then went to my desk, took my belongings and left. Thereafter, he had my full commitment.
Joseph was a good boss and I would have worked for him in any company. Good bosses can make work meaningful and interesting even in a bad company. They make work feel like a home away from home. Whilst a bad boss can make your work life miserable. They will micromanage you, blame you, and do everything to hold you back.
A good boss is better than a good company. A good boss would discipline you, train you, develop you.” -Jack Ma
Joseph was a people builder. Words such as "Good work team," "You are the best”, “I trust your judgement” were at the top of his dictionary. He empowered, appreciated and trusted employees to get the work done. Team spirit was high during his reign.
Sadly, his approach of putting people first did not sit well with top management, and within a year he was moved. Our new boss was quite the opposite. I felt like I had to be constantly looking over my shoulders. His sole focus was on the bottom line and he was always pointing fingers. He was more concerned about pushing his weight around than building relationships. Employee engagement and morale fell at an all time low. It's demotivating working for a manager who does not stand up for their team. If you make a mistake they quickly turn into judge, jury and executioner. I liked my job but I could not function effectively in such an environment, so I decided it was time to hand in my resignation letter.
A truly Great Boss is hard to find, difficult to part with, and impossible to forget.
Employees don't leave bad jobs, they leave bad bosses! Most of the time an employee has an issue with a company, it has to do with something related to their boss. At the heart of the breakdown of the manager-employee relationship, lies a lack of trust, respect and empathy. When you go beyond the call of duty for your employer, and they respond with insensitivity and inflexibility during your time of need, the relationship at that exact moment is lost.
Employees yearn for good bosses. A recent study found that 65% of employees would rather have a better boss than a salary increase. There is nothing like having a boss who has your back. They make your working experience so much better. Employees spend over half of their lives at work. They want to work in a healthy environment with a boss who looks out for them. It's time that companies realize that all the money or perks, will not retain good staff if they have a bad boss. A good boss is without a doubt, one of the best incentives to keeping staff, happy and engaged.
Whenever a boss acts like a dictator – shutting down, embarrassing, or firing anyone who dares to challenge the status quo – you’ve got a toxic workplace problem. And that’s not just because of the boss’ bad behavior, but because that behavior creates an environment in which everyone is scared, intimidated and often willing to throw their colleagues under the bus, just to stay on the good side of the such bosses.
A toxic company culture will erode an organization by paralyzing its workforce, diminishing its productivity and stifling creativity and innovation. Now more than ever business leaders need to be addressing issues of workplace toxicity. It makes the difference in retaining good staff and also whether your company fails or succeeds. Employees aren’t afraid to jump ship when faced with a toxic workplace—and it's usually your high performers who will go first.
The biggest concern for any organization should be when their most passionate people become quiet.
10 Signs your workplace culture is Toxic
- Company core values do not serve as the basis for how the organization functions.
- Employee suggestions are discarded. People are afraid to give honest feedback.
- Micromanaging -Little to no autonomy is given to employees in performing their jobs.
- Blaming and punishment from management is the norm.
- Excessive absenteeism, illness and high employee turn over.
- Overworking is a badge of honor and is expected.
- Little or strained interaction between employees and management.
- Gossiping and/or social cliques.
- Favoritism and office politics.
- Aggressive or bullying behavior.
What’s the cure for a toxic work culture?
While toxic work cultures are the end result of many factors, it’s generally a combination of poor leadership and individuals who perpetuate the culture. It starts with those at the top. Leaders must show - Respect, Integrity, Authenticity, Appreciation, Empathy and Trust.
Toxicity in the workplace is costly. Unhappy or disengaged employees cost companies billions of dollars each year in lost revenues, settlements and other damages. Once you identify the major problems by gathering information. Develop a plan and follow through. It may mean training, moving or simply getting rid of bad bosses who are the root cause of toxicity in the work place. Show employees you care and are committed to improving their workplace environment. Your employees can be your greatest asset but it all depends on how you treat them.
Sadly, if you do not cure the cancer in the root of the tree, not only with the branches and leaves die; but so will the tree.
Employees might join companies, but they leave managers. Too many managers view their position as one of entitlement rather than one of responsibility. In days past, managers would focus on developing their employees. Today they are more focused on self-promotion and securing their position. A managers' job is to facilitate a good working environment for his/her employees. The focus should be to help everyone around you succeed. Managers define culture, and culture under-girds the lasting health, success and sustainability of an organization.
The biggest danger of leadership: Arrogance
According to research from the University of Washington Foster School of Business, humble people are more likely to be make the most effective leaders. It turns out, humility offers a competitive advantage.
So why has arrogant or narcissistic leaders become the norm:
It has been historically perceived that humility is a sign of weakness and an antithesis to leadership. There is still an expectation that successful leaders are more arrogant than humble. Narcissism is mistaken for self-confidence and toxic leaders seem to be in control of everything. They are able to provide short-term results but the truth is they leave a a trail of destruction in their path.
Organizations pay heavily for such managers with low engagement, high turnover and reduced productivity. Arrogant leaders have a shelf-life within their organizations. They may “rule the day” but eventually people tire of them and their tactics, which lessens overall commitment from the team. Intimidation and threats of punishment can only work for so long.
The x- factor of great leadership is not personality, it's humility." -Jim Collins
The Power of Humility in the Workplace
Leading with humility means focusing on others and practicing servant leadership. Humble leaders:
1.They put people first. There focus is on serving others. They do not get consumed by seeking out more power. Instead, they seek more ways to help others.
2. They admit their mistakes. All leaders make mistakes. Humble leaders own up to them. They don't play the blame game when things go wrong. Instead they hold themselves accountable. Vulnerability builds trust.
3. They share information and delegate. Humble leaders are aware of their strengths and weaknesses. They realize that they cannot do everything. They delegate because the work is more important than their ego.
4. They listen - They are approachable to employees and this allows them to create an environment of open communication and effective feedback.
5. They do not hesitate to give credit where credit is due. They appreciate the contributions of others. They are quick to recognize and reward the efforts of team members.
6. They are empathetic to those in their charge. They genuinely care about employees and employees can feel this sincerity. Empathy allows them to build healthy relationships and bond with team members.
7. They are authentic. They are the same person in every situation. This makes them trustworthy. Authenticity goes hand in hand with integrity. They are individuals of integrity.
" No matter how educated, talented, rich or cool you believe you are, how you treat people tells all. Integrity is everything."
Humility doesn't mean that leaders can't make tough decisions. A humble leader should not be mistaken for a weak one. It takes strength, courage, and wisdom to practice humility. I have learned that the best leaders are selfless and more concerned with the well-being of their team than with personal titles or status symbols. Easily offended managers with inflated egos don't build strong teams. You cannot be an effective leader if you feel that you are better than your subordinates. No one likes dealing with egomaniacs. Arrogance is a deterrent, it destroys relationships and lowers employee morale whereas genuine humility has a way of winning others over.
Good leaders empower. Bad ones micromanage. It is dreadful to work under a manager who is more worried about pushing their weight around than building relationships. The role of any leader within a corporate framework is to build up the team and to encourage growth. If we want employees to feel commitment to the organization; we need to show we respect and value them. This takes humility. For loyalty, there has to be a relationship that develops between employee and employer and this develops over time through trust that gets built and sustained. Once people trust you, they will follow your lead. You won't need to flaunt your title to get them to do the best possible job.
People might tolerate a boring job or long commute, but they are more prone to leave if their boss treats them poorly. Humble leaders get the best from people. They have more influence, they retain top talent, and they earn more respect and loyalty than those who rely upon ego and power. Want to be a good boss? Start by taking a slice or two of humble pie!
It's said there are two rules that should be accepted working under a boss. The rule no. 1 is the boss is always right. The rule number 2 states that if the boss is wrong, then, refer to the rule number 1. The fact is a manager may not be always right. Most people feel the need to be right all the time. I've seen strong companies fail at the hands of a boss who was unwilling to accept others' skills and ideas. When leaders accept that their role is not about having all the answers, a few things happen. They start to ask more questions, don't take constructive criticism personally, and see things from a broader perspective.
As a leader, one of the most crucial skills is having the ability to admit you might not know the answer to every question. It’s okay to say, ‘I don’t know" or "I would need more information before I can make that decision?’ It is also important to delegate decision making with comments such as, " Let me know what you think, I trust your judgement."
“Most people do not listen with the intent to understand; they listen with the intent to reply.” —Stephen R. Covey
As much as people love smart people and someone they can rely on for guidance, no one likes a know it all person. Listen more than you speak. Leaders who show some vulnerability are more authentic and approachable to their team. Employees will want to provide feedback and share ideas, because they know it will not fall on deaf ears. In the end, you have a more engaged and productive team, who feel valued and appreciated.
Working for a boss who needs to be always right can be very frustrating and demotivating. Such bosses don't give employees opportunities to grow and develop and they resort to micromanaging. Micromanagement is a complete waste of everybody's time. It sucks the life out of employees, fosters anxiety and creates a high stress work environment. In the end, smart people don't stay for too long in these companies.
With advances in technology and unprecedented levels of change, leaders will need to hire people who are smarter than they are, and draw on the diversity and expertise of everyone in the room. This can be the difference between success and failure. Ultimately, your aim as a leader is to drive growth and innovation by surrounding yourself with a diverse team, who has complementary skills to yours. This takes humility and wisdom. Select the right people, provide them with the proper tools and get out their way.
A former manager of mine once told me, “If I am going down, you are going down with me.” That was in relation to having a bad sales quarter. From that point on, there was no need to pay attention to her. It becomes difficult to continue to feel passion for the job once you see a lapse in integrity in your boss. It only got worse from there, so I knew it was time to start planning my exit strategy. Bad boss behaviors lead to poor employee engagement and high turnover. When you have a manager who treats you with respect and has your back, you are more likely to give your best and stay longer in a company, but when you have a bad boss, you're much more likely to be disengaged, suffer from anxiety and want to leave.
7 Worst Bad Boss Behaviors
These are complete deal breakers:
1.Micromanaging - This is the number 1 killer of creativity and innovation in the workplace. It fosters an environment of distrust as employees feel suffocated and confined. If you hired someone for a job, give them room to get it done.
2. Picking favorites - hiring and/or promoting the wrong people. They only recommend employees in their "inner circle" for assignments or growth opportunities. They surround themselves with sycophants or "yes" employees.
3. Taking the credit for employees' work or successes. - Bad bosses will do anything to look good including taking credit for the employees work or ideas. Self-promotion is their top priority. There is nothing more demotivating than working hard to earn something only to have it unfairly taken away. This causes employee engagement to plummet.
4. Ignoring feedback - Not listening - Some bosses don't admit mistakes. They take negative feedback personally and treat those poorly who give such. So onlooking employees learn not to say anything. Worst than asking for feedback is not doing anything about it.
5. Not standing up for employees - Throwing employees under the bus. It's demotivating working for a manager who does not stand up for their team. If someone makes a mistake they turn into judge, jury and executioner. They are quick to point fingers.
6. Overworking employees. It's demoralizing working for such a boss as this. They have unrealistic expectations about what is possible from employees. Their main focus is on the bottom line. They hesitate to authorize personal days or they question the need for sick days.
7. Overlooking or not recognizing employees' contributions. - Two of the most basic human desires are validation and appreciation. People want to feel appreciated, respected and included. Lots of managers think that they've fulfilled their duty by providing a paycheck, but that's not enough if you want engaged and productive employees.
A manager's job is to facilitate a good working environment for his/her employees. Bad bosses create toxic work environments. Toxic environments drain employees emotionally, mentally, and physically. I have seen many employees in these circumstances become so disengaged to the point, they are only there for the paycheck until they quit.
Good bosses are few and far in between, and employees long for such bosses who will support, inspire and help them to grow. A recent study found that 65% of employees would rather have a better boss than a salary increase. There is nothing like having a boss who has your back. It's time that companies realize that all the money or perks, will not retain good staff if they have a bad boss. A good boss is without a doubt, one of the best incentives to keeping staff, happy and engaged.
7.The Best Leaders Are Humble Leaders
In this digital age, there is a big disconnect between leaders and the people they lead. Many managers think they are doing a great job but when you ask the people they lead, it's quite the opposite. Many employees feel unappreciated and undervalued. Employee engagement is at an all time low. What seems to be missing link? Empathy.
Many organizations are focused on achieving goals no matter what the cost to employees. If we treat people only as the means to an end, we will never have their loyalty. Treat your people right. Great leaders are concerned about getting the job done as well as the well-being of those under their care. It doesn’t mean being overly attentive or soft but demonstrate that you value people. Without empathy, you can’t build a team, inspire followers or elicit loyalty. Leaders that possess this trait always make time for people.
“Nobody cares how much you know, until they know how much you care”. – Theodore Roosevelt
Empathy and listening go hand in hand. Why? Because listening shows you care. You can't show empathy if you do not listen. Good listening skills is fast becoming an endangered species due to information overload and shortened attention span. The quality of our listening determines the quality of our influence. Employees want to be heard and they want to be respected. Listening transmits that kind of respect and builds trust.
We tend to confuse empathy with sympathy; empathy is really being able to understand the emotions and needs of others. It's putting yourself in their shoes.
Lauralee emailed me this:
"I worked for a company in Brussels a few years ago when my brother (who was living in the USA) had cancer. In that year, I had 10 weeks leave visiting him & then, when he died, attending his funeral). When I asked my boss, Eric how I repay the company for all these extra holidays, he simply replied "they weren't holidays, don't worry about it". This attitude was not isolated & reflected the company culture . . . to this day, it was the best company I ever worked at & Eric was the best boss I ever had . . . I would walk over hot coals for him!"
If you want to increase employee engagement and loyalty. Pretty simple! Show people that you genuinely care! Sometimes it's the little things we do that counts the most. It's the simple things people remember. The thoughtful gesture, the kind word, the much needed support. It's doesn't cost much to show employees you genuinely care, but it can make the biggest difference in keeping them loyal, happy and engaged.
Your Employees Can Be Your Greatest Asset – It all Depends on How you Treat Them! Unhappy employees cost companies billions of dollars each year in lost revenues, settlements and other damages. According to research conducted by Gallup, disengaged employees cost companies $450-to-$550 billion in lost productivity each year as a result of poor performance and high absenteeism.
In my early career, I worked for a company that valued micromanagement. I saw some of the most loyal employees become so disengaged, that their sole motivation was their paycheck until they finally left. I felt stifled thus, I didn't stay there for long.
Micromanagement is a complete waste of time! It sucks the life out of employees, fosters anxiety and creates a high stress work environment.
Research shows when your employees are connected and engaged, business booms. There is an economic link between employee satisfaction and company financial performance. A happy workplace culture does translate into better stock returns. Happy Employees = Happy Customers = Happy Shareholders.
Your front-line employees know your customers best; they interact with them daily. They have the answers on how to improve customer service and your products. They use your internal tools and systems every day. They have the solutions on how to improve systems which can save money by driving efficiencies. When you empower employees, you promote vested interest in the company. This allows creativity and innovation in the workplace which is necessary to succeed in today's volatile marketplace.
Employees are the backbone of any organization. In order to remain strong in an industry, employees have to be kept happy. Employees want challenging work, autonomy, recognition, respect, support, opportunities for growth and advancement and most importantly to be treated as human beings. Is this too much to ask?
How you Treat your Employees will Determine the Fate of your company.
Your employees are your most valuable asset - Don't take them for granted or treat them poorly. They are your best brand ambassadors. Employees who have been pushed to the point where they no longer care, will not go the extra mile. They will not take the initiative to solve problems. They will end up treating customers the same way you treat them.
Instead of just focusing on the bottom-line; Why not invest in the people responsible for the bottom-line? At the University of Pennsylvania, researchers discovered that businesses that spent 10% of their revenue on capital improvements saw a 3.9% productivity increase. But get this—when that same 10% was invested in employees, productivity went up 8.5%.
Employees are the heart beat of the company. And if the heart stops beating...What will happen?
Employees join companies but leave managers. A Gallup poll of more 1 million employed U.S. workers concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. 75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself. In spite of how good a job may be, people will quit if the reporting relationship is not healthy. "People leave managers not companies...in the end, turnover is mostly a manager issue."
Here are the four types of bad bosses that make employees want to quit companies:
1) “Marionette” - In an age of uncertainty, many managers are yielding to this trap of just playing it safe to preserve their position and privileges. They just follow orders. They never stand up for their team or question policies. They are mere puppets and exude no loyalty to employees. A lack of integrity in a manager can make an employee lose passion for the job.
" Respect is how to treat everyone, not just those you want to impress." ~Richard Branson
2) “King Kong” - Some managers when they reach to the top immediately forget where they came from. These type of managers possess a superiority complex and like to draw the distinction between management and staff. It is dreadful to work under a manager who is more worried about pushing their weight around than building relationships. Great leaders don’t talk down to their employees or make them feel inferior. Respect is a must.
3) “Superman” - They think the organization revolves around them. Some start behaving like they are the owners of the company. This trap includes making all of the decisions solo, ignoring feedback and taking the credit. When employees don't feel appreciated, morale and engagement plummets.
" Leaders who don't listen will eventually be surrounded by people who have nothing to say." ~Andy Stanley
4) “Taskmaster” - Their sole focus is on the bottomline. Continuously drilling employees is a sure way make them unhappy at work. Micromanagement suffocates, demoralizes and kills creativity. If you hired someone, it means you believe they are capable of doing the job. A manager's job is to motivate and provide guidance and support. It's not constantly monitoring an employee's every movement.
A bad boss can take a good staff and destroy it, causing the best employees to flee and the remainder to lose all motivation.
A bad boss creates fear and makes work drudgery. Studies show having a bad boss raises a worker's chance of having a heart attack by as much as 60 per cent. What was it about a bad manager that increased the risk of heart disease? The stress and anxiety caused by unfeasible targets, lack of support, unfair practices and threats of punishment.
I received this email from Steve:
“I got a call my wife had been in a serious car accident. I told my boss I needed to leave immediately. He asked me to give him 10 more minutes. I was so disappointed because he could have covered for me. I come in early. I leave late. I hardly take any sick leave and that was the response I got from him? I looked at him and walked straight out the door. My relationship with my manager went south after that. I started planning my exit strategy and within 3 months, I quit."
When you go beyond the call of duty for your employer, and they respond with inflexibility during your time of need, the relationship at that exact moment is lost.
Bad bosses are the No. 1 cause of unhappiness at work. People see the company only through their immediate boss. Employees know when they are on shaky ground. A manager who keeps throwing employees under the bus will create an atmosphere of anxiety and distrust. A recent study says that 56% of employees would turn down a 10% raise to stay with a great boss.Treat employees fairly, reward them for their hard work and they will give 110%.
There are too many individuals in positions who abuse their power. This is why good employees quit jobs. A culture of blaming, punishment, inflexibility and insensitivity only pushes people away. Employees want managers who are leaders. Managers who will inspire them, who are fair and honest and will stand up for their team.
I have seen too many exceptional employees become disheartened, stop caring, and just go through the motions until they find another job. Managers please use the human-to-human approach when dealing with employees. It’s people you are dealing with and not just a statistic on a graph. Get to know your people, meet them where they are and be flexible. You can't buy loyalty but you can earn it. If you want loyal employees - Treat your people well
