Four out of five employees believe that they can be more productive, if they had a boss they truly like as a person, leader and mentor. Don’t you start worrying just yet. You don’t have to change who you are in order to be “likeable”, though you do have to pay attention to what you do, while being who you are.
Having an open attitude and being courteous with your colleagues/employees is basically the most important trait, if you intend to be a quintessential beloved boss. Salute and address them by name, engage in small talk, get interested in their life and what they have to say; be as accessible and approachable as possible. As I have told you before, people are the most important asset in your business, so set aside time to developing a more rounded relationship with them. While it’s impossible to remember all the details about everyone, always extract essential information and write it down (set reminders for their birthdays, children’s names, spouse, favourite football team or band etc). Between you and me, I don’t limit this only to my employees, I do it with clients, partners and much of any type of professional relationship. More than a few are surprised that I remember to call and congratulate on spouse’s birthday, wedding anniversary or when celebrating patron day for their child. This kind of attention to a person generates a whole new level of working relationship, one which benefits both, while marking you on the “short list”.
Listening to what employees have to say to you, no matter their position within your company, means you are open to opportunities, suggestions and overall improvement. Lower level employees are much more likely to come to you with a great idea, as long as you present yourself approachable as a person, and showing that you are approachable is your job. I’ve been in so many situations when I had to ask for reasons why a feedback got so delayed or someone with a great idea never communicated. It all came down to their formed opinion about their bosses.
I commend structure, corporate culture, quality and deadlines. Being firm and persuasive about certain points are imperative to your success, as a leader and as a businessman. But whenever situation allows it, be flexible, kind and understanding. Anyone can be late, make mistakes and plainly have an awful day. Always give a second chance, and listen to reason.
Being negative, is like a virus, and you know it. If you “have it” everyone gets it, and most certainly you don’t want that. On the other hand, while being positive is not as contagious, no matter what others may think or believe, it is, most definitely, the way you want to be, every day of every moth within the year. Your positive attitude is what offers security to your employees. They will fight harder, because they will believe harder, while feeling confident about you and your leadership.
Speak the truth and never make promises! No matter how tough or unpleasant, always tell things as they are. Even if they’ll hate you for it! And don’t be wondering about what I’ve just said. Yes, I said “hate you”! However explosive the situation, when dust has settled, you’ll come to realise that “a second” of hate turns into years of appreciation for being truthful. In business, as in life, nobody can foresee the future. That’s why, if you’re compelled to make a promise, always condition the outcome to a hypotheses (example: “I will raise your salary, if you exceed the target by 10%” or “Next year will all get payed holidays for one month, if we turn 15% net profit by the end of this year.”)
Should employees love you just because you are paying for their services? One might think so. After all, you’re the one paying for their bills and keeping them living. Well forget it! Nobody would love you for that, not even you! But here’s a thought: while everybody talks about competitive compensation packages, I stick to “Pay the work/ service, but always reward the results”. It’s as important to transfer your gratitude financially, as it is to commend an employee for his/her achievement. Giving recognition and putting your employee up on the “wall of fame” and showing him/her to the “world”, not only would increase ones satisfaction tenfold, but set a great example for others to follow.
Speaking last week with the CEO of a client of ours (multinational FMCG company), he told me how work life has improved significantly since following the 9 steps process on which I have been coaching him for a couple of months now. They had projects with increased outcome, due to input from lower than management rank employees whom he approached on “hallways and elevators”, an overall employee satisfaction 17% greater than when started and even more traffic and activity on social media (where they publish projects, services and products) on account of the internal communication. But what I loved most about that conversation with him was when he told me: “Ramona, looking back just before we started this exercise, I realise how hard I used to work on not being likeable… It’s so much easier now.”
I’d love to hear your opinion about Good VS Bad Boss. Which one makes you be better?
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