What your employees think about you affects not just their performance but the business operations as well. Actively disengaged employees, especially those who absolutely abhor their managers, end up doing substandard work and affect team morale.
- You lack leadership skills. In a study by Tolero Solutions, researchers noted that 45 percent of employees surveyed said lack of trust in leadership is the number one issue that affects their work performance. You need to show your employees that you have what it takes to lead them towards bigger goals.
- You disrespect your employees. Incivility affects not just your relationship with your employees but also the business. For instance, in a poll conducted by the Harvard Business Review, findings showed that 48 percent of employees who experienced incivility decreased their effort at work while 47 percent lessened the time spent working. Furthermore, 80 percent of these employees lost work time because they were worried about the incident. Discourtesy is not limited to dialogues and misunderstanding. It can be as simple as calling for a meeting without prior notice and disregarding other people’s previous engagements.
- You’re a micromanager. Micromanaging destroys morale. It also upsets team synergy because you are always telling them what to do and how to do it. It hinders your employee’s growth. If leaders end up micromanaging the team, the employees’ trust in their leaders suffers. They would think that their managers are not capable of delegation, which is an important workplace skill. While there are some cases when closely managing employees is needed, micromanaging even the best players will do more harm than good.
- You are selfish with credits. Managers are responsible for their team’s performance. The success of your players is your own. But when you fail to give credit when it is entirely called for, expect some hate to come your way, especially when you do this repeatedly.
- You throw your employees under the bus. If you do this, you’ll have a hard time recuperating. If you publicly shame your own employees because of their poor performance, you will end up having a bad reputation not just among your own team but also among senior management.
Consider these factors for employee engagement if you want to keep team morale and productivity up. The majority of employees are driven by their feelings. This is why keeping them engaged and rewarding them for the value they add to your organization are two factors that could boost your business.
Remember that there are huge costs tied to incivility. The next time you feel that your employees may secretly hate you, check the list above and read between the lines.