Did you know that the majority of employees don’t leave businesses, they leave bosses? That’s because they long for leaders who dream big, who change them for the better, and who see more in them than they see in themselves, but who help them see it as well. And when it comes to the qualities and characteristics that make up a good boss, passion, honesty, and reliability are usually the front runners. How do you know where you fit in the grand scheme of things? Take a look at the do’s and don’ts of a good boss below:
This involves gossiping about employees, clients, fellow managers—anyone. Although there may be occasional slip-ups here and there, it’s important to think of it this way: gossip is not only hurtful, it’s a waste of time that does nothing for your goals. Even if the people you’re gossiping about can’t hear you, the feeling of negativity can linger in the workplace, making it even more dangerous.
U.S. News & World Report says, “Good leaders listen, communicate often, and exemplify the traits they wish to see in their employees.” That’s definitely agreeable, wouldn’t you say? When bosses sit down and truly listen to their employees regarding the concerns or issues they have, they’re better prepared to extract that information and focus on helping them do better.
Don’t decide what’s best for them
While you’re welcome to find out what drives and motivates your employees to perform at a higher level, it’s better to encourage them to make their own judgements and decisions. And rather than making assumptions based on simple observations, ask questions and talk to them about the aspects of their job they enjoy the most. Let them know that you have their best interests in mind, not your own.
Do offer training
There are employees who are good at what they do, yet lack specific essentials that make them the employees their bosses want to see. In that case, recommend training for those who need it. You know, show them the ropes, offer useful tips, and deliver necessary resources and support. “If you invest early in the time and materials to train your employees properly, you’ll be able to head off issues further down the road,” says Fast Company.
Don’t blindside them
Some bosses out there are no strangers to implementing changes to an employee’s role without their consent. What’s the problem with that, you ask? Well, you have yoga instructors who spent many, many long hours in training. You have massage therapists who are board certified in their craft. You have further help who are right where they want to be, so why change that?
Do give them a heads up
If for any reason there is a problem with their job performance, or if they’re not where you’d like them to be, give them a heads up, a warning, before considering further disciplinary action. You don’t need to cut the cord without speaking to them first. Instead, set up a meeting to go over your expectations. You can also place them on a 30- or 60-day performance improvement plan, and if they meet the conditions of the plan, you won’t need to let them go.
No one said being a boss is easy. But now it’s easier to consider the steps to being the boss that sets the bar for future jobs. Tell us at HealingRadiusPro in the comment section below—what do you believe makes a good boss and how do you carry out those practices within your own business?