Now, just to clarify; I’m NOT encouraging business owners to be crummy, lousy and bad bosses. Everything I say here are the things that I’ve found business owners do, but sometimes are not aware. Perhaps showing it in the negative will help some people see that what they are doing is wrong, or at least not right.
Now more than ever, being a good boss and good employer is super important. In Australia, there is a lack of quality workers and so the good ones will gravitate to great bosses and places they see as somewhere they want to spend half their waking hours at. So, a little tongue in cheek, here is what bad bosses tend to commonly do.
What’s a Crummy Boss?
Show Favoritism
Hey, it’s your business; so, you can employ who you want. If a family member wants a job, then it’s theirs; too bad if someone else is more qualified, deserves a promotion to that position more, or even holds that job. You can sack them and give your family priority. And whilst you’re at it let family or personal friends bend all the rules, come in late, not follow process or slack off.
COUNTER: Not only will it be against the latest WH&S laws in Australia, but it’s also not fair to show favouritism or nepotism in the workplace. Good staff will see that unless they are family, they won’t get a fair go at better positions or advancement, so will very soon move on. Why would they stay, when clearly they will be disadvantaged because they are not friends or family of the owner/s.
Undervalue Staff
Staff should just appreciate they have a job and they are getting a paycheque. Why would they expect to feel valued, expect to be appreciated, thanked or get a bonus or reward? They got their paycheque, that’s enough!
COUNTER: Whilst people come to a job for the paycheque, they stay for many more reasons. The opportunity to learn, grow, be valuable (and valued), social interaction, job satisfaction, and more.
Underpay Staff
Award wages are high enough; you don’t have to pay more than that. And if someone didn’t work hard, or more, didn’t turn up, or you think they stole something, well, then you won’t even pay their super!
COUNTER: For a start, it’s illegal (even if you think justified) to not pay someone their super. Secondly, the award is the minimum and good people are looking for more than the minimum, especially if they have experience, skills or abilities. Offer the bare minimum and you probably won’t even fill your position and certainly won’t keep them – unless other aspects are so brilliant that they justify the pay level because of all the many other benefits of the job.
Staff Love to Be Incredibly Busy
Idle hands are the devil’s workshop is a phrase that comes to mind here; so let’s keep staff busy so they can’t get into mischief and certainly won’t be bored. Plus, the harder they work, the more money you will make and you really need to get the work out. They can rest when they get home!
COUNTER: Yes, actually, most people do love to be busy (versus bored and dead quiet) but there is a limit. Being flat out all the time will burn people out (or they will quit before that occurs). We need some time to ‘take a breather’ and not be hectic every second. I’ve always aimed for about 90% capacity as the perfect; allowing a little time for breathing space and mental rest, planning or simply getting organised. If you or your team is always at 150%, then that’s not doing you or the business any favours in the long term. From a very practical perspective, people who are overworked and tired often also make mistakes and mistakes usually cost a business in real terms as well.
Job Security
Your focus is 100% about the business and its bottom line; job security isn’t important!
COUNTER: This is incredibly wrong; people absolutely do want job security – more than want it, they need it. They have mortgages, mouths to feed and bills to pay. Outsourcing offshore, or using tech to replace people, is becoming a real issue. Look at supermarkets now; it’s all self-serve; so less jobs are available. Many Aussie banks these days outsource a large chunk of their work to overseas workers. If your team perceive their jobs are at risk, they will start looking elsewhere pretty quickly. They figure it’s better to find the right job in their time, rather than in a sudden rush.
Staff Love to be Micromanaged (or Undermanaged)
When you’re micromanaging your workers, then they know exactly what to do and when, so they don’t have to think, which is actually a good thing, because seriously, you don’t think they have the ability to think. You just know they wouldn’t do it right!
COUNTER: Ok, this is about YOU. When a boss needs to micromanage, it’s their inability to delegate, or perhaps properly train their team, or they just can’t let go. The reality is that good staff, given half a chance, some systems and training, could probably (with a little time) do a task as well as their boss, if not better! Plus, they don’t feel trusted and you’re actually stopping them from growing and learning. Additionally, you’re giving yourself more work; in fact, things are probably bottlenecking at you; because you’ve forced everyone to check in with you at every step.
The opposite of this is being undermanaged; where team have no guidance, instruction or processes to follow. That’s just as bad; as you’re putting them out to sea without a paddle, life jacket or compass. Find that good balance in your business where your management of team is present, but not overwhelming.
Keep Staff in the Dark
Your staff don’t need to know what’s going on to do their job. In fact, it’s good to challenge them every so often and keep critical bits of information hidden – they love working out puzzles and especially if there is a looming deadline.
COUNTER: Ok, at times there are instances where you should not overshare with your team. If there is a short-term challenge in the business, that you’re working to fix, then maybe they don’t need to know that. But also at times, they can help. When COVID struck, I know that one employer talked to her four staff and said that the way things were (before JobKeeper came in) she might have to put off half of them. She wanted to give them as much notice as possible. The four staff discussed the matter and came up with a counter-proposal; they all cut back to half the hours for the time being so they could all keep their jobs. A perfect solution which helped the business keep the doors open and everyone in a job. Shortly later things improved, funding became available and all was ok. Sometimes we really do underestimate our team and their perspectives and team spirit really is amazing. Plus, if they have the full picture (where suitable) then they can do their job better and fuller.
Grumpy & Rude
It’s your business; if you want to be grumpy, rude or overbearing – live with it!
COUNTER: Yes, it is your business, but who wants to work with Ms or Mr Grumpy? Actually, if you ‘force’ someone to quit, because of your abuse, then you might even find yourself facing Fair Work Australia for a claim. If it’s a pattern, and your other staff experience the same, don’t be surprised if you are forced to pay the person a payout … and then when your other team see that worked, they may even make a claim too. But more than fear of payouts, don’t be that cranky and nasty person. Chances are that it’s not just staff who will flee, but also clients.
What good bosses do …
Ok, you’ve seen enough of all the things you shouldn’t do – so here is what good bosses do:
- Delegate duties with guidance and support, without micro-management.
- Regard a job well done; monetary or not. A genuine thank you is invaluable.
- Provide opportunities to advance their skills or their position.
- Give them constructive and regular feedback – in the right way.
- Provide the resources they need. Skills, equipment, enough hours etc.
- Pay them fairly and well and be fair.
- Motivate them with positivity, not fear. A happy person is a productive person.
- Communicate well; people are not mind readers.
- Inspire teamwork within the business.
- Encourage their feedback and listen when it’s provided – quite often great ideas come from those doing the job.
Many of us need to work at being great bosses; for some, it comes more naturally than others, but that doesn’t mean you cannot yourself grow, improve and expand those skills. If you’re needing guidance or support or Leadership Coaching – learn more here.
