Gurulakshmi Iyer- Hait strongly believes that employees don’t leave jobs, they leave their managers! To this end, she delves a little into the quality that makes a person a good boss or a bad one.
If you think your teacher is tough, wait until you get a boss. He doesn’t have tenure.
“Boss Calling” flashes on our cells and we jump out of our seats to answer the call. None of us are leading an absolutely free life – either we manage others or we are being managed by others. Simply put, either we boss around or are being bossed by someone else. Since subordinates mimic every move of their bosses, it is very important for managers to keep this in mind. Their work profile includes not only to projection of power but also setting a particular path for their subordinates to follow.
Do Bosses and Their Behavior Matter?
According to a study, the average boss adds about 1.75 times as much output as the average worker. The culture of any organization percolates from its top management. The style of leadership followed in an organization starts from the CEO’s office. The ripple effect of the leader’s style either helps in bolstering or undermining the cultures and performance levels.
A few years back, I had attended a Culture Building Programme. One of the exercises in the Programme involved collecting feedback of co-workers. Surprisingly, 65% of the feedback offered was for managers! It’s then that I realized the Halo effect. Employees give prominence to certain trait in their bosses and the whole evaluation in the employees’ mind happen on the basis of that. Every move, every decision of a boss is mimicked and scrutinized on such trait and yes, bosses really do matter.
The best bosses work relentlessly and use their power to their advantage. They control the organizational performance by tuning in to the people. Bosses who fail to do so not only make their lives hell but also ruin the peace and happiness of their subordinates. Almost 90% of attrition is directly or indirectly because of lousy bosses. People adjust to any moods and moves, but not to impossible bosses.
James Meindl’s research on “the romance of leadership” shows that the leaders get far more credit and blame than they deserve. If you are a leader in your organization, this is a part and parcel of your life.
If as a boss, you aren’t able to present negative feedback as constructive criticism, you are bound to spoil the morale of your subordinates and ruin their desire to work with you. At the end of the day, it’s your work that will suffer!
“Know how to project power, since those you lead need to believe you”.
Bob Sutton,Stanford Management Professor