Higher sense of responsibilities and authoritative style of leadership often make employers to dictate workings, rather than effectively manage and lead the workforce.
Inappropriate arrogant responses to situations at work, when employers lose control over their emotions could hurt the confidence levels of employees, morale and thus reflect on poor performance.
Sometimes misunderstandings and communication gaps erode employer-employee relationships, to make employers’ misbehave and treat employees rudely. This in turn, results in creation of a toxic workplace culture, wherein the competence of a leader is challenged by the workforce – they begin to feel insecure at work, lack confidence in delivery, make false claims, increased absenteeism can be observed and slack responsibilities. These all signs are clearly indicative of the fact, that HR intervention is needed for leadership behaviour management.
See also: Top 8 Motivational Phrases HR Managers Must Know to Build a Confident Workforce
Conversely, great leaders would create an effective workplace culture. They will allow employees to express complaints, offer suggestions, provide feedback, and understand reasons for argument or conflicts in team workings. Instead of being rude and impolite, they would motivate employees to perform with constructive feedback, help them fix errors, learn and grow as future leaders of the business.
Here are 7 things employers should never say to employees:
Since managers are in a position of authority, they sometimes tend to misuse leadership. They command, dictate and order employees to perform optimally, else they threaten them of termination. This clearly shows that the manager is undervaluing employees for their contributions made to support effective business workings.
This in turn, also impacts the morale and confidence of employees to reflect on performance, questions the need to seek vision for growth in their careers with the current employer.
During course of time, employees lose interest in their workings and soon quit. Lack of effective leadership representation style to exude signs of arrogance and impoliteness can never facilitate talent retention goals of an organisation.
This demeaning statement is not appropriate to be delivered by a good manager. Employees should be allowed to learn from their mistakes and motivated to deliver better performance.
However, insulting employees upfront could only lead to lower self-esteem, lower self-confidence, depression and burnouts. Failure of an employee to deliver and quit job in search of better opportunities, could prove to be a costly proposition for businesses, thus denting profits.
Power plays and threats are two ineffective ways to snatch more loyalty and level up the employee performance. However, power plays do not work for long, as key talents are always in search of better greener pastures. If you think salary could be the main reason, your workforce is motivated to come to work everyday and perform, then this could be a wake up call to prove you wrong.
As we all know, employees do not leave companies, they leave bad managers. If employees are soon quitting, it speaks of your bad leadership style.
Inspiring great leaders motivate, encourage and empower employees to lead. They never follow the dictatorial style of leadership and fall prey to myths that salary could hold key talent back from quitting. Retrain your leadership style to mentor and guide an effective workforce.
Employers who do not respond to change, allow no room for innovation to breed, grow and thrive soon lose talents on board. They operate under a rigid framework, follow old-school management strategies, hence impact business progressive goals.
Such statements dent employee confidence levels to innovate, be creative at work and suggest new ideas, which are important for company growth. This kind of leadership style only exudes employer’s absolute authority in the workings of the team, to create mental walls, while considering employees as real detriments to business growth.
Employees are always aware of the fact that leaders and senior managers could be busy with multitudes of tasks, duties and responsibilities to execute for the day. Their time is precious and hence they do have a re-thought before approaching their managers in the event of a problem during project execution.
However, during such times if the manager chooses to respond by saying, “I am too busy,” it would only make the employee feel rejected, unappreciated and not valued at work. They would further doubt if the leader can be a great mentor to guide and suggest, rather than procrastinate tasks for execution at a later point in time or leave it to employees’ judgmental skills.
On the other hand, a great manager would make few minutes of time, from his busy schedule to promptly address employee concerns and issues, before getting back to business again. He would further make sure that the employees are guided right at every touch point towards efficient project execution and timely submission.
Such statements made by the manager at work do not speak well. They only remark clear discrimination and comparisons made with other employees in the team. This rude hurtful statement impacts confidence levels of an employee, and does not support cohesive workings of a team.
Your employees could possibly be questioning you about confidential matters or some of the company policies that cannot be divulged or require fine-tuning to meet their specific considerations.
However, at times when such sudden query is posed by an employee, a well-informed manager should showcase proactive attitude of care, patience and wiseness to respond to the query with tact and diplomacy. Polite response to the employee made without ignorance or neglect, will help build trust, create culture of openness and honesty in the workplace.
If a manager on the other hand, chooses to react, ignore or respond rudely to such queries it would only provoke the fire to lead to negative criticism and support creation of a toxic workplace.
Going by the rules, employers and those in senior positions of leadership should observe discretion, maintain respect and choose how to communicate right to employees. They should further be in better control of self, monitor and reflect upon their behaviours at work to ensure that employee morale is not affected and ensure trust factor within the organisation is retained through time.
Next read: How to Reprimand Employees Without Conflicts?
