Bad bosses are now an epidemic—and they’re sending employees running.
A Gallup study found 50 percent of employees surveyed left a job just to get away from their manager. These bad bosses aren’t defined by the things they do, but rather, by the critical things they don’t do.
That list includes failing to inspire, lacking a clear vision and direction, demonstrating an inability to lead change, and displaying bad judgment according to a study by the Harvard Business Review.
A good boss needs to be approachable, transparent, fair, passionate, and collaborative. In order to retain employees and keep them engaged, bosses need to openly communicate, effectively performance manage, and promote a strengths-based culture, reports Gallup.
Lynn Taylor, a national workplace expert and author sums it up perfectly.
“A bad boss will likely jeopardize your career growth and impact your personal life…A good manager will help you thrive and bring out the best in you…”
If you are one of the lucky ones out there that has a good boss, count your blessings and be sure to give them the thanks and recognition they deserve.
These are the best ways to go about it (and ones I love my employees for doing).
Show gratitude—and highlight specific examples
Managers value words of appreciation most when they are detailed and specific.
As opposed to receiving a generic, “Thank you for everything” and “I appreciate your help,” share with them exactly what they did to make a difference and why you’re grateful.
My favorite personal recognition stories all start with an employee coming to tell me that “because of me” they were able to do something they never had done or could do before. These personal touches can help build confidence and let them know what they should continue doing as a manager.
Get the team together to sign a group thank you card
It’s part of a manager’s job to work hard to promote teamwork and recognition, so doing the same in return helps to remind them that they’re doing a good job leading by example.
Go out of your way to coordinate efforts to get everyone’s thoughts, gratitude and well wishes on a card—and better yet, don’t wait for a holiday to do it. “Just because” is even better.
Ask them for advice
Nothing makes me feel appreciated more than when an employee asks for my opinion.
A manager knowing his or her team members trust them and value their opinion is my favorite type of recognition.
Photo credit: Max Gaines, Flickr
Danielle Clark is a human resources manager with more than 10 years of HR and customer service experience in healthcare and retail organizations. Her work with Fortune 500 companies, in addition to a diverse professional and academic background, has trained Clark to be results-driven, people-focused and a thought-provoking leader. Her goal is to educate and inspire professionals to change their way of thinking. She is also an adjunct professor, active community volunteer, wife, mother and passionate lifelong learner.