{"id":10810,"date":"2018-02-12T06:33:02","date_gmt":"2018-02-12T14:33:02","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10810"},"modified":"2023-05-12T09:00:31","modified_gmt":"2023-05-12T16:00:31","slug":"become-unpopular-eyes-employees","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/become-unpopular-eyes-employees\/","title":{"rendered":"How to Become Unpopular in the Eyes of Your Employees"},"content":{"rendered":"

Unless you\u2019re a newcomer to the workforce, you\u2019ve likely had a boss or two and through your experience have dealt with good bosses and not-so-good bosses<\/a>. In some cases, maybe your boss was the deciding factor on whether to stay or leave a company. In short, good bosses can be hard to come by and seasoned employees know this.<\/span>
\nIf you\u2019ve put in your dues and worked hard for a promotion to a managerial position, you are now the boss. Ideally, you\u2019ll inspire and lead your team to greatness like good bosses from your past. But, if you\u2019re getting the cold shoulder or blank stares from your employees you might want to consider if the problem is you.<\/span>
\nNow that you\u2019re in a position to manage, delegate and inspire, let\u2019s review those attributes of the not-so-good bosses to avoid at all costs and how you should be leading instead.<\/span><\/p>\n

1. Take credit for everything<\/b><\/h2>\n

Taking credit is the most commonly cited reason for employees leaving a company when their boss is the reason for their departure according to a study<\/span>\u00a0conducted by BambooHR<\/span>. When an employee works hard to complete a project or task and they do a fantastic job, nothing takes away that feeling of pride and accomplishment faster than a manager taking all the credit. And in place of that feeling of accomplishment, they\u2019re likely left with feelings of anger and resentment.<\/span>
\nOn the other hand, a manager who appreciates and gives credit to their team members is doing the right thing and they\u2019re gaining the trust and loyalty of their employees. Employees who are appreciated also believe it<\/span> helps their productivity<\/span> in the workplace. This translates to better workers who feel motivated to succeed.<\/span>
\nPutting this into action, be sure to take opportunities to highlight the work of your employees. When presenting to upper management or even in team meetings, be sure to credit ideas and work to the contributor responsible for it. Thank you notes, email blasts, blurbs in the company newsletter touting a team\u2019s member outstanding work can all help avoid the \u201cbad boss\u201d stigma and give your employees the motivation to continue producing quality work.<\/span><\/p>\n

2. Micromanage<\/b><\/h2>\n

How do you feel when you\u2019re working on a project and someone is hovering at your shoulder watching you work? It\u2019s annoying, right? That\u2019s what micromanagers do, either literally or figuratively. Employees don\u2019t need a micromanager. They need someone to give them the right tools to get a job done and then take a step back.<\/span>
\nManagers who hover and don\u2019t empower their employees to get their jobs done can be aggravating and another reason why employees leave as a result of management. So, how do you know if you\u2019re a micromanager? First, don\u2019t assume you\u2019re innocent. Second, seek feedback from your team to find out if you\u2019re being overbearing. You could be hovering and not even know it.<\/span>
\nIf you find your employees are suffocating under your influence, try to figure out why and then tackle each reason. This doesn\u2019t mean you need to stop managing completely, but try to establish trust with your team members by letting them do their work and succeed (or, in some cases fail) on their own.\u00a0<\/span>This article<\/span> published by the Harvard Business Review has some excellent suggestions to get started.<\/span><\/p>\n

3. Adopt a know-it-all attitude<\/b><\/h2>\n

Your entire team put together doesn\u2019t know as much as you\u2014or so you think. Managers who act as know-it-alls can discourage team members from contributing their knowledge and expertise to the team. Cultivating an atmosphere where bosses have all the answers also stifles the creativity which could lead teams to unique ideas and solutions to problems they encounter.<\/span>
\nGood managers realize they need help to succeed and that each team member plays a vital role in accomplishing team tasks. Good managers will play to each employee\u2019s strengths to produce the best results. Instead of producing answers (whether right or wrong), good managers will ask questions and encourage discussion and debate. They\u2019ll work together with their team to ensure the result is in the best interest of all involved and not just their own ego.<\/span><\/p>\n

4. Expect employees to read your mind<\/b><\/h2>\n

An employee didn\u2019t complete a project to your satisfaction and you\u2019re upset because they didn\u2019t follow your instructions. But did you communicate those instructions in the first place? This scenario has played out in offices everywhere. It can be frustrating to employees when they are assigned a project and then discover their manager had a different vision for the end product from the start.<\/span>
\nTo avoid frustration (on both sides) communicate, communicate, and communicate. Communication is key to employee and manager relations. If employees don\u2019t know your thoughts and ideas, don\u2019t expect them to do their job correctly. They can\u2019t read minds and neither can you, so try to be transparent in all aspects of your work.<\/span>
\nThis also applies to employee performance. Feedback<\/a> is crucial to employee success. Holding regular one-on-one meetings<\/a> with employees can help them feel valued as well provide opportunities for their career development. If they\u2019re not meeting expectations, these meetings can provide a platform to make suggestions for improvement and offer support. Without feedback, employees will make assumptions about their own performance which may or may not align with your perceptions.<\/span>
\nCommunicating consistently also sets the example for team members to do the same, with you and their fellow team members.<\/span><\/p>\n

5. Work your employees into the ground<\/b><\/h2>\n

Perhaps you work around the clock and demand the same of your employees. Or worse, you don\u2019t work around the clock but pressure your employees to anyway. Whatever the case, a tendency to work your employees too much is a definite \u201cbad boss\u201d indicator.<\/span>
\nMaintaining a good work-life balance<\/a> is important, especially to the\u00a0<\/span>millennial generation<\/span> which will soon\u00a0<\/span>comprise 75% of the workforce<\/span>. Maintaining a good work-life balance can be accomplished in a variety of ways. For example, you might consider offering flexible working conditions<\/a> like alternative hours or an option to work from home. This could be a huge factor for some employees. Personally, working hours that avoided peak traffic times made an enormous difference in my work-life balance. It enabled me to put in my time at the office, but avoid spending hours of my week in a bumper to bumper standstill.<\/span>
\nAlso, good bosses (and companies) should encourage their employees to use their PTO. Don\u2019t let employees feel pressure to work all the time from you or their co-workers. Everyone needs the opportunity to step away and recharge. <\/span><\/p>\n

6. Why it matters<\/b><\/h2>\n

Recruiting top talent isn\u2019t easy and when you secure excellent employees, keeping them is vital. A common saying suggests, \u201cpeople leave managers, not companies.\u201d Working to develop the right leadership skills to interact with and drive your team to success is a worthy investment<\/span> in employee retention<\/span><\/a>.<\/span>
\nManagement style also tends to influence company culture. To foster a culture that encourages excellent manager and employee relations, companies can coach and train management in communication styles, public speaking, interpersonal relations and more. These skills can make a vast difference in the way managers interact with those underneath them.<\/span>
\nIn short, managers who are aware and constantly evaluating their own performance to make any necessary changes can develop good working relationships with their employees. They will avoid the vices mentioned above and work to strengthen and build their teams instead.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Unless you\u2019re a newcomer to the workforce, you\u2019ve likely had a boss or two and through your experience have dealt with good bosses and not-so-good bosses. In some cases, maybe your boss was the deciding factor on whether to stay or leave a company. In short, good bosses can be hard to come by and […]<\/p>\n","protected":false},"author":279,"featured_media":10811,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[100],"tags":[],"yoast_head":"\nHow to Become Unpopular in the Eyes of Your Employees<\/title>\n<meta name=\"description\" content=\"This post by Rachel Stones reviews those attributes of the not-so-good bosses to avoid at all costs and how you should be leading instead.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.zippia.com\/employer\/become-unpopular-eyes-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Become Unpopular in the Eyes of Your Employees\" \/>\n<meta property=\"og:description\" content=\"This post by Rachel Stones reviews those attributes of the not-so-good bosses to avoid at all costs and how you should be leading instead.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.zippia.com\/employer\/become-unpopular-eyes-employees\/\" \/>\n<meta property=\"og:site_name\" content=\"Zippia For Employers\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Zippia\/\" \/>\n<meta property=\"article:published_time\" content=\"2018-02-12T14:33:02+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-05-12T16:00:31+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.zippia.com\/employer\/wp-content\/uploads\/2018\/02\/eb3cb80e2df5053ecd0b470de7444e90fe76e7d41fb711459df9c7_1280_Manager.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1280\" \/>\n\t<meta property=\"og:image:height\" content=\"853\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Matthew Zane\" \/>\n<meta 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