While salary is a primary motivator for any employee, it doesn’t buy loyalty. In fact, the offer of a higher wage elsewhere is often not the reason people leave their jobs. A bad boss is. According to Gallup, 75% of people quit because of their managers.
If a horrible boss is enough for an employee to jump ship, how can you make sure that you’re not losing good people to bad bosses? It starts with identifying different types of managers, particularly the difficult ones. Here are the top five most problematic bosses:
The micromanager refuses to let go of the reins. Effective delegation is an integral skill for any boss; however, the micromanager can’t help but excessively supervise their employees. Rather than merely assign a task and tell them when it needs to be accomplished, they monitor the employee’s every move. They’re also quick to offer criticism and dictate that the employee does things their way.
The ghosts are the opposite of micromanagers. They’re so hands-off that they delegate and empower employees to the point where they no longer hold themselves accountable for the outcomes. They’re not accessible because they’re rarely around. Having an absentee boss means employees never know what is expected of them because of, their managers neither coach nor offer valuable feedback. They also don’t have a mentor who will help them grow or help them identify their strengths and weaknesses.
Workaholic bosses do not seek the ever-elusive work-life balance; they are driven by a “live to work” mentality. And while it may seem impressive, this type of approach can be damaging to anyone physically, emotionally, and mentally. Not only does the workaholic fill their plates but they expect their people to emulate them. It means skipping lunch, sacrificing their weekends, and working ridiculous hours.
The pushover lets employees walk all over them and avoid any confrontation. And while this may seem ideal for some people, a manager that doesn’t have control of their team is doomed to fail. Pushover bosses are often insecure and therefore, gravitate towards employees who validate them in some way. This demonstration of favoritism can be destructive for a team, jeopardizing productivity and morale.
The narcissistic boss destroys morale. Narcissists are unable to take criticism, blind to their flaws. They yearn to be admired; but while they are charismatic, they are also extremely sensitive. And while this type of leader craves empathy, they are not the most empathetic themselves. Their narcissism leads them to be relentlessly competitive. Ultimately, its this obsessive pursuit of victory that can destroy teams. The narcissistic boss is also the type who takes credit for everything.
Does your organization have a high turnover rate? Are you losing good employees and want to get to the root of the problem? It may be time to take a look at your managers to identify if your employees identify them as painful and why. If you want to learn more about the damaging effects that problematic bosses have on your company, I believe I can help. Let’s connect: email@example.com