Monthly Archives: March 2013

How to Make Your Employees Hate You

 

 

Do managers ever do this intentionally? I’ve never met a manager who intentionally tried to get employees to hate him, but it sure happens daily in the workplace. What causes employees to lose respect for their leaders? Causes employees to no longer trust the boss?

Here are three significant mistakes managers make that will cause employees to hate working for him:

1.    Employees hate surprises.

A drastic schedule change based on what the manager wants to accomplish with no respect to the employee’s desires is not a surprise the employee is going to welcome. If this happens with any kind of frequency, the employee will quickly become disengaged with the job.

Another surprise surveyed employees said they hated is trying to guess the boss’s mood. In leadership, attitude consistency is critical to creating a solid work environment. When the boss is moody, the tone of the workplace, meetings and interactions change dramatically.
If employees are watching to see when the next explosion is going to happen, or what kind of day they are going to have based on how the boss walked in that morning, their focus is in the wrong place.

2.    Employees hate unclear goals.

Executives frequently announce the company goals without any clarity on what each employee’s goals are or how they contribute to the overall. All employees want to know the score. Whichever way you measure your success in your business, it’s important for employees to understand how they make that success happen and what their personal goals are in helping the company overall.

Be sure to provide your employees either personal goals or shift goals and provide them continuous feedback on how they are performing against those goals; otherwise, your employees are not going to show any interest in what you are trying to accomplish.

3.    Employees hate empty talk.

Don’t say it unless you truly plan on doing it. Managers who make promises or commitments and fail to follow through for any reason will create a trust barrier with their employees. When you promise to get back to them on a question they had, or told them they could have a day off, they fully expect that to happen. When the manager fails to follow through, not only is trust lost, but any extra effort or commitment your employees had been giving you will be lost.

Managing people can be a significant challenge in the fast pace of business today. Building workforce loyalty and commitment while creating a desire to perform is critical to enjoying business success. The last thing you need is for your employees to hate you because of your poor management actions.

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