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Employsure's guide to how to avoid poor leadership

Employsure’s guide to how to avoid poor leadership

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Employsure’s guide to how to avoid poor leadership

Employsure believes the way in which leaders conducts themselves has a direct effect on staff and subsequently, a business’s productivity. Staff who work under a poor leader may feel discouraged and unappreciated, which in turn can damage company culture and make it seem an undesirable place to work.

Research has shown that a leader who is knowledgeable about the individuals who make up their team are the most effective in building teams who work productively together and have high employee motivation.

So what leadership styles negatively impact a working environment?

  1. The micromanaging manager

Most likely everyone has experienced being micromanaged and found it to be highly unpleasant. Micromanagers are commonly managers who struggle with releasing control over projects and tasks, and as such feel the need to control every possible aspect. Employees who are faced with a micromanager may be too scared to produce work without their approval, or suffer from high levels of workplace stress.

2. The workplace bully

Not only can bully bosses experience high staff turnovers, they could face claims of workplace bullying and harassment. A recent study by the Journal of Social Psychology has shown that a bullying boss may have an unintended impact on a company as a whole, even on staff members who are not the victim of the direct bullying. A manager who is guilty of bullying may engage in a range of inappropriate behaviours, including negative comments to staff, putting down staff, exclusion from workplace tasks or deliberately withholding information.

3. The leader who just wants to be friends

While a friendly leader may not sound like a negative, there is a difference between knowing your staff and developing personal relationships with them. A leader who is overly concerned with how their staff perceive them will hesitate to make choices for fear of causing upset and hurt feelings. Remember, there is fine line between having a good working relationship with your staff, to having them take advantage of you.

4. The leader who knows nothing

A leader who does not have a handle on how the workplace runs, including their staff roles and responsibilities is detrimental to a workplace. Managers need to be able to provide support and training to their staff if required, which means having a solid understanding of who does what within the team and how duties should be carried out. Employees who lack confidence in their boss will not approach them with questions, which may affect business productivity down the line.

Employers should ensure they understand everyone who makes up their team, and their role in the business. In order to be an effective leader there are three things an employer can do which includes:

  • Communicate

Where most employers go wrong is that they do not communicate with their staff. While it is understandable that sometimes you may not have time to sit down one on one, ensure your staff know they can always come to you with a problem.

  • Reward positive behaviour

Your staff are far more likely to continue to produce high quality work if they receive positive recognition for a job well done. Take the time to celebrate your staff’s success.

  • Make time for your employees

Being a leader can be a very time consuming job however, it is a people job. This means it is crucial to take the time to focus on the individuals who make up your team and see how they are tracking.

Having a leader who encourages a positive workplace culture is important to a business’s success. If you have any questions relating to how to best manage your employees, or understanding your obligations as an employer, call Employsure today on 1300 651 415.

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