How To Rectify 5 Common Leadership Wrongs - Glassdoor for Employers
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How To Rectify 5 Common Leadership Wrongs

Wave-making, destabilizing and discouraging behavior brands managers as bad bosses and compels top employees to jump the employer ship. Conversely, leaders who exude brand sizzle founded on confidence, wisdom and encouragement drive top talent to their door, maintaining a steady ship, even among rough waters.

Here are five damaging leadership traits and ways to rectify those behaviors to achieve a loyal, top-performing team that will leave your brand competitors in the wake.

1. Selfish

While insecurities lurk within many people's psyches, that is no excuse let insecurities run rampant. This is particularly true for managers who are threatened by their employee's successes, spurring them to steal credit that otherwise would have buoyed the team member's career.

How to Rectify

Look for opportunities to publicly commend your employee for a job well done, even if it means sharing credit for a project or product that typically may have been your full accountability. Not only will you earn the trust and respect of your employee, but you also will earn an advocate who may someday propel your career forward with a reference or other testimonial to your leadership value.

Related: 5 Ways To Promote Company Values and Maintain Culture in a Distributed Environment

2. Negative

Amid the turbulence of the world around them, including the struggles of a pandemic or other social strife, some bosses behave in a despairing way, constantly wringing their hands and emoting negativity. While some managers may deem their behavior authentic, creating a culture of a team bonding around one common struggle, the truth is that it does the opposite, destabilizing hope and forward-movement.

How to Rectify

Check your attitude at the office door, so that each morning when you face your first employee, whether virtually via email/video or in the office, you are optimistic and approachable. Facial expressions that are scrubbed of annoyance, anger, worry and bitterness prevail in the workplace. Vocal tones that inspire versus dragging down will go a long way to lifting beleaguered employees' attitudes up and encouraging them to keep on going.

Related: 3 Strategies to Help Your Team Embrace a Realistic But Positive Outlook in Tough Times

3. Unresponsive

An unresponsive manager leaves uncertainty in their wake. Whether it's a delayed text or indecision in regard to an employee's request for a raise, team members become disenchanted and feel destabilized when their managers use silence to avoid a topic, decision, confrontation, etc.

How to Rectify

Whether the lack of, or delayed response, is intentional or not, the impact is the same. You cannot expect an employee to read your mind as to your intent - they only hear the nothingness in regard to their request or their pain point. Whether you are detained by meeting prep or something else when the request zips into your inbox, at the very least, manage your staff member's expectations with an initial acknowledgment. Provide a specific date/time you will more fully resolve their concerns or answer their questions.

Even better if you can provide a succinct response they need to keep humming along or allay their concerns (about project feedback, customer issue, product management query, etc.). Add to that the importance of end-of-week resolution. Holding an employee's morale hostage through the weekend is unnecessary. The best gift you can give them is resolution, even if it means staying late or rescheduling another, less important matter to resolve their inquiry.

Related: How to Manage Teams When Working Remotely

4. Dishonest

This one may seem like a no-brainer, but leaders who tell lies demotivate their employees. Whether it is an untruth dressed up like a 'white lie' so as not to offend a team member, or a more obvious deceit, clouding facts with intentionally wrong information leads to brand erosion.

How to Rectify

Simply put: Tell the truth, always. If an employee asks you when they will next be considered for a raise, don't be vague or declare a date that you know is not feasible, only to defer a meaningful response. For example, if the company has a moratorium on raises until X date, then say that. Be forthcoming, even at the risk of losing that employee to another, higher-compensating company. Better yet, go to bat for the employee, and find a win-win method to offer them an outside-the-box compensation solution.

Related: 5 Reasons Employees Don't Trust Leadership

5. Critical

If you always are picking apart your employee's activities and results, then you become part of their performance problem. Moreover, an always-critical boss often is unable to acknowledge when things simply are going well. Their excuse may be that 'things going well' is the status quo and deserves no special praise. While this is true to some extent, it can also be an excuse for never recognizing hard work or devaluing the unique talent and energy your team bring to the table.

Related: How to Deliver Feedback and Help Employees Grow

How to Rectify

Even in the most difficult scenarios, where an employee's project failed or their customer interaction took a bad turn, there is something positive to focus in on. Start there. Whether you want to call it the sandwich method of giving constructive feedback or simply an ability to always find the positive angle, this technique works. Moreover, on a day-to-day basis, find a few moments to articulate your appreciation for your employees regarding specific tasks and/or results well done.

Rectifying leadership wrongs will positively impact your Employer Brand. To start managing your brand on Glassdoor, unlock your Free Employer Account today.