The BAD boss

Sometimes, we all need a wake up call. If you are a boss or a manager leading a group of employees, read on to find out if any points are of relevance to you. If there are, you had better change it.

So many of the times, while talking to candidates moving from one company to another – it is obvious that management plays a big part in attracting as well as retaining employees.

Disrespectful Bosses

Being of a managerial level does not make you superior. Your title does not give you the superiority status, and if you want people to respect you – you just have got to earn their respect. If you think having the title make you superior, then you obviously do not deserve the title. 

Everyone is working really to get paid and are not begging you to get employment so everyone in the company, regardless of title deserves the fair share amount of respect. If you respect your bosses more than your colleagues, then you should also be doing your fair share of reflection.

This includes your inappropriate humour as well, about your other colleagues. Be sure to check with them on whether they are affected by your jokes about them.

Unreceptive Bosses

If you think your suggestions are the brightest and most feasible, and other suggestions provided by others have their shortcomings and you are their harshest critics, you might want to think again.

Besides, it can be quite annoying when you keep boasting about how you have climbed the hierarchy and you might appear stupid when people question how feasible your suggestions really are.

Micro managers AND Lazy Bosses

The reasons why we dislike bosses who micro manage are self-explanatory. But what is worse is not a micro manager but a lazy boss who always pushes the blame to employees when certain tasks and responsibilities are not done well, when it should have been his duty to oversee things.

Bad role models

Ever had a boss who stress the importance of punctuality, but is always late? Why should I be early, when you are always late too. Why should you be expecting things on people when you are unable to fulfil the requirement? If the policy is important, should you not advocate this yourself?

The distinction between working for a leader and working for a manager

The fact exists that sometimes when employees leave organizations, they are not quitting on the company, but rather their bosses. This fact is often hidden under the piles of other reasons during the exit interview process, or during a new job interview process. People know not to talk bad about their previous employers as it might hurt the chances of landing their new dream role.

The following are the main distinctions between a manager and a leader.

The difference between controlling and influencing

Leaders influence, motivate and empower towards the effectiveness and success of the organization, whereas managers direct and control employees towards accomplishing that goal. Leaders see problems as opportunities and think of solutions, together with their team. They excite their people and focus them to solve problems and excel. On the other hand, managers formulate strategies, policies and methods and get their people to execute to reduce unnecessary risk to get the tasks done.

The difference in the personality styles

Leaders usually come with great charisma, and are not risk-adverse. They encourage risks and usually will go against “status quo”. Managers take on the more rational, realistic approach and are control problem solvers. Their main focus would be on how to accomplish the goals and coming up with a structure to attain the goals based on the available resources. Their personalities are more geared towards persistence, strong will, analysis and intelligence.

The people they are managing

The people the leaders are managing are followers. This is because leaders are very people-orientated and they have the emphasis on leading people. Managers, on the other hand are leading subordinates because they are mainly tasks and results orientated.

There is no right or wrong in choosing a leadership style over the other. It really depends on your current situation such as the people you are managing, and their preferred working styles. The best bet is to engage your current employees, and understand the urgency of situation before deciding that one leadership style is more superior compared to the other.