Tag Archives: boss

WHAT KIND OF EMPLOYEES SHOULD BE FIRED?

Incompetent and lazy employees are easy to spot and fire but there are borderline personality traits and behaviors which are harder to spot and have a cancerous effect on company performance, attitude, and morale.

No one is perfect. Some gossip occasionally, harshly criticize the leadership or employee sometimes, say that’s not my job instead of I am not qualified to do it, blame someone else for under performing themselves, and try to take credit for another’s effort. If someone does this frequently then it is a sign of a corrosive dysfunctional employee who should be fired before such dysfunctional or bad behavior eats away at company performance, attitude, and morale.

Insults, put downs, name calling, ridiculing, and humiliation should be minimal on the job and anyone who relishes and persists in these attacks on employee reputations is not a good fit for the company.

Then there are the marginal lazy ones who do just enough to get by and use phrases such as “you are working too hard and making us all look bad” or “take it easy, what’s the rush?”.

Now a boss or manager is usually in charge of hiring and firing an employee. Whatever gossip there is circulates mostly among the employees and harsh criticism of the boss is seldom done to his or her face. Taking credit for another’s efforts is not always obvious to the boss and personality clashes between employees are also sometimes not that obvious to the one in charge. Further complicating open lines of communication is the difference in managing a handful of employees and twenty or more.

Feedback from a handful of employees is easier to get than from twenty or more so it is easier for a dysfunctional employee to fly under the radar if the boss is in charge of twenty or more employees. What a smart boss may need is one or more trusted long time experienced employees to act as his ears and eyes and inform him or her of any problematic employees. In prison such humans are called rats or spies but in a reputable business or company of large size you may need a handful of trusted informers to help keep track of what is really going on in the company and being held secret from the one in charge.

A boss or manager with emotional intelligence is the ideal with as much one on one communication as possible. The more employees there are the more remote and lesser becomes the one on one contact which is important in many leadership positions. Total reliance on an informer is also not advisable and when informed of a problematic employee the boss should make personal one on one contact and get the facts straight if at all possible before making a decision to threaten or fire a problematic employee.

Whatever the size of the employee count, a good boss or manager will keep as up to date and informed on potential personality problems as is realistically possible whether through personal effort alone or with the help of trustworthy informers. Feedback from trustworthy informers will help spot cancerous employees to be fired before their dysfunctional behavior spreads and starts to destroy company performance, attitude, and morale.

Yes, there are many minimum wage jobs with a high employee turnover where the biggest problem is finding employees who show up on time to work, who don’t do drugs, and who are capable of working hard on a reliable regular basis. This article is not meant as a valid source on how to manage or boss and pinpoint problem employees to be fired in high employee turnover businesses.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1505!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 1397!!!

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THE IMPACT OF BAD DESTRUCTIVE EMPLOYEES ON THE WORKFORCE!!!

Negative attitude word cloud concept

This is a reworded article gotten from the basic ideas in Insperity’s blog “A Practical Guide to Managing Difficult Employees.”

Common ways bad destructive employees affect the workplace:

They lower employee morale, reduce productivity, decrease other employee’s performance, decrease the quality and profit of the business, and are a legal liability.

Types of bad destructive employees and what to do about them:

The overly emotional employee:

Speak to the employee immediately if he or she shouts, slams doors, throws things, argues with others in a loud tone of voice, and uses profanity.

Confront and talk to the overly emotional employee but try to avoid sentences beginning with the word YOU which sounds accusatory and will put the employee immediately on the defensive. Instead start with a question such as what did you shout about, what was the loud argument about, or what was the reason for using a harsh profanity?

Everyone is entitled to one emotional outburst once in a while but if it becomes frequent then suggest weekly private meetings where frustrations can be vented or discussed before another angry explosion occurs in the workplace. Emphasize the importance of keeping a cool head in the workplace because it annoys, shocks, troubles, and interrupts or disrupts other employee morale and performance. You definitely don’t want a repetitive emotional time bomb working for you for very long.

The bullying employee or manager:

Ranting and raving at another in a pushy manner on a regular basis is one way that someone tries to assert power or dominance over others. This attempt at intimidation will anger others and affect or decrease the morale and performance in the workplace.

Some managers use this scare tactic to try to get performance out of others and if it sometimes succeeds workwise it will still decrease the respect and morale of the employee.

A manager who spreads gossip, criticizes too often, yells, name calls, puts down, belittles, humiliates, ridicules, and insults will not be respected very much and morale will suffer. If the manager excludes employees from projects as punishment or takes credit for another’s work then this too will decrease morale.

If the manager is a bully then only higher ups may be able to do something about it. In the case of an employee it is important to get the details of the bullying in a calm and collected fashion from both parties before suggesting ways to radically decrease or hopefully eliminate the bullying.

The repetitive naysayer:

Most naysayers offer advice on why a project won’t work but often don’t offer alternatives and this can lead to team effort grinding to a halt. A pessimistic attitude can affect the whole team and beyond to other departments too.

Confront an employee with repetitive negativity and try to find out if there are personal problems which are possibly affecting his or her decision making process. Make sure to document by being specific and accurate in detail all the negative instances to avoid the possibility of discrimination or harassment suits. Say that an employee has trouble working in group situations rather than stating that someone is a trouble maker and doesn’t get along with teammates.

The social butterfly:

Being very sociable is only bad if deadlines are not met or work is not getting done. Confront the employee and give specific examples of how excessive talking is affecting the work. Try to get the employee to socialize less and perhaps channel this sociability by letting him or her spend time on social events for the office such as planning office parties or leading a welcoming committee for new workers.

In conclusion, being extremely emotional, a bully, a naysayer, and a social butterfly once in a while will cause no great harm to an organization but if the behavior is habitual or very repetitive then detailing the episodes with good documentation and firing the employee is a logical thing to do to avoid poisoning the morale and productivity of the entire workforce.

3 important management mistakes that anger employees:

  1. Engaging in very emotional confrontations.

Fiery arguments are the worst case scenario since cool, calm discussions are preferable by a mile.

If you are conveying bad news to an employee then it is important to start off on a positive note and make sure it is a private one to one meeting and not a session which other employees can hear.

Read the employee body language and pay close attention as you deliver the bad news in a truthful, factual, helpful, inspiring, and kind way. Above all be courageous, factual, calm, and private.

  1. Undervaluing employees or not giving credit where credit is due and not thanking them for their important contributions.

Praise and acknowledgment for work well done is important in any job but in teamwork what is further important is to acknowledge an employee’s impact on business success and trying to mentor them by giving them challenging new tasks on projects, encouraging them to attend workshops and join professional organizations, and help them develop a plan to reach their goals within the organization.

Along the way it is important to try and reward their efforts with special perks such as lunch with the boss where personal issues can be discussed, giving company apparel or nicknacks such as a shirt with a company logo, and extending certain privileges such as VIP parking. Impromptu time off such as showing up late for work or quitting work early can also be good motivating rewards.

Making office space available for peer to peer recognition and kudos with high fiving can also be a motivational reward.

  1. Finally, leaving an employee in isolation from boss and other employees is one of the most unmotivational things that you can do and work performance will suffer as well as the employee morale.

Try to create an open door policy with adequate feedback from an employee where he or she can air grievances or frustrations, make suggestions, report on work progress, ask questions or seek advice, share concerns and work issues, and make contacts with other employees.

An open trusting respectful relationship between boss and employees and between employees themselves is the primary goal which one should strive to achieve in the business.

 

You can probably categorize about 4 styles or personality types for behavior in the workplace and some have combinations of the 4 since no one employee usually fits into one exclusive pigeonhole category.

 

The dominating personality type is fast paced and wants the work to be completed in a timely manner. They generally prefer respect, control, and challenge in the workplace.

 

The influencers are usually extroverted who are fast paced, energetic, like enthusiasm and fun, and like recognition from others.

 

Supportive and almost submissive personality types are good listeners, support others, are slower paced, team oriented, reserved, and basically desire that others be nice to them and others.

 

The conscientious employee is precise, careful, detail oriented and accurate. He or she prefers logical data-based decisions.

 

Of course the ideal personality type is someone who dominates when necessary, is a good influencer of others, is supportive when needed, and is generally conscientious based on the circumstances as they present themselves. You could call that human a jack of all personality styles who adjusts his or her personality to the circumstances or the tasks at hand.

 

The employee handbook should set the rules for proper and inappropriate behavior in the workplace. Subjects covered are code of conduct, communication policy, nondiscrimination policy, compensation and benefits policy, employment and termination policy, and acknowledgement page.

 

Holding regular performance reviews and check ins of employees is important to get valid feedback. Simply asking -How is it going? followed by coaching, encouragement, and relevant feedback.

 

Focus on the employee’s strengths and contributions, keep the review short, have an open discussion on employee goals for the future, create an employee grievance policy where you get the grievance in writing with documentation for the investigation, and generally encourage an open door policy so an employee is not shy about complaining appropriately if he or she sees something is not as it should be.

 

The above procedures validate the fact that you are interested in the employee staff and not just in their work.

 

A positive optimistic company culture can avoid employee negativity with unsatisfied employees, low productivity, high turnover rates, and less profit.

 

A motivating company culture can flourish if there is- honesty which encourages trust within workplace relationships, if employees know the purpose or goals of the organization and how each contributes to their advancement, and regular feedback which is motivating and offers recognition of work well done.

 

In conclusion, occasional negativity can be tolerated if it is immediately addressed and dealt with. However, habitual or repetitive negativity will definitely harm an organization and the morale of the employees so if no solution can be found to stop the negativity, documentation of each event is essential and eventual firing of the offending employee is a must.

UPDATED NEW QUOTE BY ULDIS SPROGIS 845!!!

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QUOTE BY E. M. KELLY!!!

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17 THINGS GOOD BOSSES SHOULD KNOW HOW TO DO!!!

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Essentially after a qualified and competent worker is hired a boss’ job is to motivate and support or help the worker to do the job well and with enthusiasm.

BOSSES MOTIVATE WITH THE FOLLOWING TECHNIQUES:

They encourage when reluctance or fear of not being able to do the task is felt,

they maintain an atmosphere of trust so that no worker is overly fearful or dissatisfied with the emotional working environment and feels free to communicate with the boss and say anything that they may feel is relevant,

they are decisive and confident thus giving the worker the courage to do even when the task seems hard and difficult,

they accept occasional worker failure, don’t lose their optimism, and don’t use insults, put downs, name calling, and ridicule to belittle the worker,

they clearly communicate the rules and goals of the company giving confidence, clear guidance and understanding, and a sense of purpose to the worker,

they contribute to the work at hand by participating and working along with the workers at least once in a while to maintain an esprit de corps and don’t just isolate themselves in the office all day,

they are effective listeners and make their workers feel important and respected when they communicate,

the best bosses also have a sense of humor and can tell entertaining stories to perk up workers,

they are thankful or show gratitude so that workers feel that their efforts are appreciated,

they are inspirational and optimistic and give earned praise appropriately thus inspiring workers,

they have an ability to energize their workers when the going gets tough or tedious.

they know how to discipline good workers who are starting to goof off or are no longer doing a good job. This can be done with a threatened firing or pointing out role model workers who are doing the job well or better and thus challenging the wayward worker to do better or get back in shape.

SUPPORT OR HELP IS GIVEN WITH THE FOLLOWING TECHNIQUES:

They acknowledge work well done or give credit where credit is due,

they empower or give the tools and direction necessary to do the job and are good coaches,

they are results oriented and are not out to win a popularity contest if it means a job not well done,

they strengthen the workforce by eliminating bad workers who destroy the incentive to do well and function at optimal efficiency.

If you liked this evergreen truth blog then read more of them, about 3300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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QUOTE BY ROBERT FROST!!!

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THE TRUTH ABOUT MICROMANAGING+

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Micromanagement: n. controlling a subset(s) to the smallest degree and/or level

Micromanaging is frequently undesirable because it consumes too much supervisory time and feels like the boss is overly commanding you to do things in your job which you probably feel that you can do without supervision.

Micromanaging may be useful in training a new employee with little prior knowledge of what the job consists of but once the routine is learned there should be no need for further micromanagement.

Computer software by nature is micromanagement or a program thought out in the most minute of details which the job consists of. Computer software does the micromanagement and permits its user to input relevant data or instructions which are vital to the task but the main processing of the data is done automatically by the computer.

We have micromanagers which are computers but it should be minimally done by human managers or supervisory personnel.

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14 IMPORTANT WEAKNESSES OF BAD BOSSES!!!

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It is easy to stereotype a boss and call him an angry, fearful, overwhelmed, gossiping, disinterested, inappropriate, credit hogging, distracted, unprepared, money obsessed, suspicious, inconsistent, controlling, overly critical boss.

The truth is that a boss may exhibit any of these undesirable characteristics to some extent, some of the time, and not always. If a boss is angry, fearful, overwhelmed, etc. all the time then they will usually not last long as a boss or will be severely disliked by whatever employees are still working under those conditions.

The more abundant this kind of behavior is the less competent the boss becomes and he or she may in fact eventually selfdestruct and loose authority if he or she is not the sole owner of the business because most employees will not want to work under such bad leadership.

The angry yelling boss is not liked because he or she uses fear, confrontation, and aggressive behavior trying to intimidate and bully employees instead of using reasoned discussion, emotional intelligence, motivational skills, and relying on his or her integrity to ensure respectful obedience when necessary.

A high ranking boss with the above good characteristics can also be charismatic but unfortunately most are rather average without much charisma because they lack the desirable leadership skills in abundance.

A fearful boss who avoids problems and hopes that they will go away with time should not be a boss in the first place because confident, competent handling of issues is his or her job or responsibility.

If you are an overwhelmed boss with too many subordinates all creating too many problems to handle and can’t successfully multitask them all then you have either taken on more responsibility than you can handle or you are an incompetent manager not knowing how to juggle many problems within a short period of time. The overwhelmed boss will probably not spend as much time helping you when you need it most and you will feel ignored.

Some gossiping is inevitable but a gossiping boss behavior is a busy body probing into the personal lives of everyone and most probably feel that he or she should mind their own business more.

The disinterested boss leaves employees thinking that they are on their own in the wilderness without guidance and he or she can’t be called a competent leader by any stretch of the imagination.

An inappropriate boss exhibits weird behavior with off color jokes, shady remarks, and sexual innuendos. Most employees can’t tolerate such deviance from normal behavior and respect for someone like that is not possible.

A credit hogging boss will be disliked because most want to be acknowledged and praised for their earned contributions at work and not stolen from by a boss who tries to take all the credit for an employees work.

The distracted boss focusing on too many outside interests is one who is not always in control when they need to be and employees will frequently feel like ignored second fiddles.

An unprepared boss who does not do strategic planning, can’t control anything well, and leaves employees without guiding instructions and goals to achieve or follow can be called incompetent.

The money obsessed boss almost always referring to finances as the main reason for doing things is going to fail in properly motivating employees and creating a healthy work environment. Money is an indicator of business success but there are things like customer satisfaction, a good product or efficient service, and an efficient working environment which makes making the money possible in the first place and is much more important in terms of important priorities.

The suspicious or snooping boss basically reveals that they don’t trust their employees and may have some personal trust issues and not be trustworthy him or herself.

The inconsistent boss will not treat all employees fairly or justly the same way and will have favorites which most will become aware of and start to resent.

The controlling boss frequently tries to micromanage and gets too involved in trying to run employee jobs thus tyrannizing and interfering with workers who usually want to be free to do their work their own way

The overly critical boss seems to always know what everyone else is doing wrong and will finger point or put employees on the spot in front of others thus damaging motivation with humiliation.

 

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4 THINGS A GOOD LEADER MUST LIKE!!!

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A leader must like responsibility.

A leader must like responsibility and know how to surround him or herself with responsible workers. A leader must like honesty, dependability, competence, efficiency, and trustworthiness which makes responsible behavior possible. The buck stops at the leader and he or she gets most of the credit for success or most of the blame for failure. Rewarding or punishing workers appropriately for success or failure is vital to responsible leadership. Sometimes the punishment can be as little as saying -“I know you can do better next time.”

A leader must like communication with humans.

A leader must have emotional intelligence and be able to effectively communicate with workers and motivate them on both the emotional and physical level. A leader knows how to listen carefully to what the workers have to say and gets feedback from them before a job, during the job, and after the job by asking appropriate questions which monitor work performance. You must know how to provide your workers with proper emotional support, material support, and personnel support to get each job done properly or successfully.

A leader must like to solve problems.

Having the right skills, knowledge, and experience with similar problems is vital to leadership and liking to apply these skills to new problems is a sign of competent leadership. Planning ahead and anticipating problems before they happen will frequently save much time and money and maybe avoid many relatively minor problems in the process. Being skilled at researching an issue which is new or unusual and may need a different approach is sometimes vital. Problems are solved with the right skills, knowledge, and experience and the solution is to acquire them or to find humans who already have them in abundance and let them do some of the problem solving for you.

A leader must like learning from and correcting mistakes.

Some leaders make mistakes and don’t learn from them or don’t learn how to correct them by trying again and doing the same thing a little differently. I will not change because I have done this successfully for the past 20 years without failure is a narrow minded philosophy which few innovative leaders can afford in the fast changing technological 21st century. A good leader who makes a mistake will not try to hide from it but openly admit to making it, learn from the mistake, and try to change his or her behavior so that it doesn’t happen again. A good leader views a mistake as a challenge to do better the next time.

 Finally a confident leader is a good leader but one with a confident workforce is a great leader!!! Developing a competent and confident staff is an outstanding accomplishment.

 

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10 BAD CHARACTERISTICS OF AN IMPERFECT BOSS

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A boss who is a control freak and wants to dominate all activities and be obeyed without questioning needs to learn that blind obedience is not the most efficient way to run a business.

A stubborn boss who thinks that he never makes mistakes or is not willing to evaluate opposing opinions and judge them on their merit is an egomaniac who is bad for business.

Indecisiveness or an absence of needed confidence is also bad which frequently shows that a boss is too inexperienced or a bad leader who seems not to know what to do or how to lead.

A boss interested in the status quo or one resistant to change of any kind will not adapt when necessary or when it becomes obvious that change is necessary for the business to continue thriving under new circumstances.

Micromanaging employee behavior stifles employee growth in learning new skills necessary for advancement and sense of selfmotivating personal accomplishment.

Threats of punishment or firing or using tyrannical fear to motivate employees to work well will not only cause heavy turnover of employees but less efficient work habits and your employees will hate you.

Showing favoritism to certain employees who are not efficient and productive workers will demoralize the good workers, ruin good team effort, and make them less productive and less respectful of the boss.

An arrogant bragging boss is not a pretty sight and the feelings of superiority are seldom shared by employees.

An angry emotional boss not only ruins a secure productive work environment but emotional subjectivity frequently ignores objective facts which need to be considered and adapted to to make work more productive.

A blaming boss who never admits that mistakes are sometimes his or her fault too and takes all credit for success is a selfish fool with a faulty me against you attitude.

Conclusion:

Not every imperfect boss has all the above bad characteristics or they would not survive as a boss in any business but each additional bad characteristic which you have makes you a progressively worse boss.

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HOW TO MOTIVATE DIFFERENT TYPES OF EMPLOYEES

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There are the basic introverts and extroverts,

the leadership types and the followers,

the creative types and the task orientated ones,

the ones interested in advancement in the organization and

the ones happy to be doing a useful job and not that ambitious,

and then there is the dissatisfied one who just wants to do enough work to keep the job and not get fired and go on to the next job in another organization.

There are many different combinations which you can get with these 5 basic categories of humans but some of the combinations are less probable such as an introverted follower who is task oriented and interested in advancement in the organization.

For example, you can have an extrovert, leadership type, creative, and interested in advancement in the organization. You can have an extrovert who is a follower, task oriented, and not interested in advancement in the organization.  You can have an introvert who is a follower, task oriented, and not interested in advancement in the organization. You can also have a deceptive extrovert, leadership type, who is task oriented, and interested in advancement in another organization where he sees more opportunity for advancement.

The extrovert may require more interaction with the boss and with other employees and may want more public recognition or recognition for his or her accomplishments in front of other employees than the introvert.

The leadership type may want to be mentored to some extent and that means that the boss will have to permit him more interaction with employees and will have to delegate occasional responsibility over one or more employees once he is knowledgeable in what their jobs and responsibilities are.

Creative types will want to operate more independently and may want some time to improve their skills on the job. They may want the boss to ask them for their opinion more frequently than other employees.

Those wanting to climb the organizational hierarchy should be given time to interact with and maybe even learn some of the job skills of the employees which he or she may be leading in the future. Educational opportunities outside the job may be offered such as a business management degree necessary for further advancement.

Nothing motivates any employee more than a confident, competent, optimistic, trustworthy boss who knows how to concisely communicate general and specific job goals in a timely fashion, competently monitors work progress, helps or guides the employees when help is necessary to complete the goals, and gives appropriate praise and rewards to each employee for jobs well done when the goals are achieved successfully.

When goals are not achieved in time or successfully then appropriate procedures are instituted so failure does not occur again and even demotion or firing is threatened if the failure rate becomes unacceptable.

If you are this kind of a motivating boss then you will be respected and admired and will be running the organization efficiently.

 

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5 MINIMALLY AUTHORITARIAN SERVANT LEADERSHIP PRINCIPLES

Servant-Leadership

SERVANT LEADERSHIP is probably a foreign expression to most of you but it is a relatively new form of leadership where the boss tries to nurture or care for his employees so that they can optimally learn and perform in their jobs.

Servant leadership implies that the company is not a rat race where you have to claw your way to get to the top and use deceptive tricks to get there.

Servant leadership is a significant departure from authoritarian top down management control and optimizes the concept of teamwork leadership. Leaders don’t have to fear the personal whims of an authoritarian boss who is primarily interested in keeping his job at the top and does not want others to aspire to it.

In a growing expanding company servant leadership provides more of an opportunity for promotion and advancement within the company and encourages company loyalty.

1. In servant leadership the boss shares his leadership with his staff and considers their needs first. It also means that the staff is also taught to be servant leaders so that the needs of those working under them are considered first and so on down the line of management responsibility.

2. Formal feedback mechanisms are set up at work and informal ones about four times a year in personal homes or restaurants where feedback is also encouraged. Feedback means that opinions are sought about how to better run the organization or company and it is a time when new or better ideas are solicited and encouraged.

3. All leaders are anonymously evaluated once a year on a scale of one to ten and if they score lower than an 8 they are reevaluated six months later and held accountable for their performance. Everyone is held accountable.

4. Those employees which don’t work according to the core values of the company are eventually let go or fired.

5. All employees have access to the same information at the same time and if this is not possible with emails then a smartphone app keeps everyone informed on a timely basis so that everyone remains connected.

CONCLUSION: Servant leadership is most effective when the leaders have stock in the company and feel that they have a personal stake in the success of the company. This way the leaders are also rewarded monetarily for the success of the growing company.

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