Great Boss- If you are the one who is more concerned with what people want to do rather than what you want them to do. If there's a good fit, you hire him and treat him as an adult. Hiring for you is first and foremost for cultural fit, then for proven capabilities.
Congratulations! You're A Great Boss
Find Tips On How To Be A Great Boss
Stop Micromanaging Your Employees
The number one killer of business creativity and innovation is micromanagement. Employees feel trapped and constricted, which creates a distrustful atmosphere. If you've hired someone to execute a job, give them space to complete it.
Stop micromanaging your team. You can justify your behavior by calling yourself a "control freak" or arguing that you simply enjoy keeping a close eye on your team. Still, these are weak justifications for excessive interfering.
Brigette Hyacinth once said:
I don't care whether you come into the office at 8 am.
I don't care if you choose to work from home or not.
I don't care if you work from the garage while they fix your car.
I hired you for a job, and I trust you to get it done. Just let me know what you need from me to be successful in your role. And I will show up for you.
You don't need to justify to me why you need a day off.
You don't need to explain how sick your child is to leave early.
You don't need to apologize for having a personal life.
Yes, I care about results, but I also care about you. We are all human, and we are all adults. I don't run an adult daycare center. I lead people.
Avoid Unconscious Bias
Bad bosses are those who make improper hires and/or promotions. Only personnel in their "inner circle" are recommended for assignments or promotion opportunities. They surround themselves with "yes" staff or sycophants.
To overcome this, you have to Keep communication professional, neutral, and transparent, give equal opportunities, make decisions based on performance rather than personality traits, align individual and business goals, Use analytics to spot potential bias.
Avoid Taking Credit of Others’ Success
Managers dive into tens of accolades and acclaim when things go smoothly. When things go wrong, however, there's always someone to blame. It's strange how it works... And you can bet that your coworkers are aware of it. They are left feeling betrayed, mistreated, or worse, stolen. The supervisor has deceived them out of something they deserved.
Undoubtedly, as a manager, you bear full responsibility for your team's performance. But that doesn't mean you get to take credit for their accomplishments.
So, you have to share credit with your team for 4 main reasons:
It Shows Appreciation:
Your staff wants to be recognized for their accomplishments. It means a lot more when it comes from executives. When you receive praise and don't share it with them, you're depriving them of something valuable.
Ask your management to share their appreciation to the team members directly to see how their effort contributes to its success. You might even request that your supervisors personally communicate their compliments with your staff to provide an additional source of encouragement.
It Boosts Trust
Directing the spotlight away from yourself and onto your team shows your dedication to the group. You appear to be unselfish, helpful, trustworthy, and fair. There is no more effective method to establish trust than this.
It Highlights Your Management Skills
A great manager understands how to guide his group to achievement. It's not even about doing everything yourself; it's about using other people's abilities to achieve great work. Sharing credit demonstrates that you understand this and are constantly, effectively exercising the management skills required.
It Gives You A Boost
If you struggle with self-promotion, praising your team's achievements is a simple, non-threatening technique to increase your leadership exposure. Applaud your team's efforts and everything they've accomplished under your leadership. It's a win-win situation for everyone.
Ask for Feedback
"Feedback is the breakfast of the champions." You've to not only give feedback, but also you've to ask for feedback.
Some supervisors refuse to confess their mistakes due to a lack of listening skills. Negative feedback is taken personally by them, and those who provide it are treated negatively. As a result, onlookers decide not to suggest anything. The only thing worse than seeking feedback is doing nothing about it.
Support Your Employees
Employees are lost due to the failure of management to defend them. Working under a manager who doesn't advocate for their team is frustrating. Don't be that lousy manager who turns into a judge, ruler, and executioner all at once when someone makes a mistake. And don't always make it your goal to accuse others.
Give Tasks Fairly
Working with a boss who does not distribute tasks fairly is very frustrating. This type of boss is characterized by continually raising the ceiling of their expectations regarding the achievement of the tasks by the employees. They are only interested in completing the assignments without concern for the quality of the work. They are reluctant to grant paid leave and deny the importance of sick leave days.
Recognition and praise are among the most natural human motivations. People want to be respected, valued, and included. Many managers believe that paying a salary fulfills their responsibility, yet this is insufficient if you wish to have happy and loyal staff.
Create A Productive Work Environment
Bad leaders create toxic work environments. Employees are emotionally, psychologically, and physically drained in toxic situations. In these situations, many employees become so alienated that they're only there for the salary until they find more suitable responsibility.
Select The Right People
Employ people that want to be successful and part of a winning team that HIT IT BIG. Great leaders recognize that employees aren't always going to hit it big, so they equip their teams with leaders who can train them to be new thinkers regularly, allowing them to hit aces more frequently.
Eliminate Company Politics
Company politics, which have their roots in either gossiping about something or someone or, worse yet, trying to one-up their peers as a means of getting ahead, are the things that kill every corporate culture. These are behaviors that belong in a daycare center, not a company!
Create an environment with an open workplace and a feedback culture that allows everyone to speak with their supervisor or escalate any complaints to upper management. Urge all employees to report concerns without fear of retaliation. When they have a stone in their shoe, it would be better to talk about it before turning it into an injury; it's far simpler to get the stone out than treat an injury.
Great bosses are hard to come by, and employees yearn for supervisors who will encourage, inspire, and help them improve. According to a recent report, 65 percent of employees would prefer a better manager over a pay raise.
Undoubtedly, one of the biggest reasons for keeping employees happy and motivated is a great boss. Nothing is better than having a great leader who always supports. Businesses must understand that no money or advantages will be enough to keep top talents if the boss is terrible.
To have more time to modify your management style,