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Your #Career : How to Build a Positive Relationship With Your Boss and Colleagues…Mutual Respect Makes the Office Much More Pleasant.

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In the past, an employee’s relationship with their direct supervisor was found to be one of the most influential factors on whether or not the employee enjoyed their job. Over time, this dynamic has somewhat changed.

Angle view of a business team discussing the future of their company on the foreground

In recent years, relationships with colleagues have become increasingly influential in the perception of job satisfaction. Part of this has to do with younger generational workers highly valuing collegial relationships — as demonstrated by their desire to work together on tasks more than Gen X or Boomers do.

Another aspect is that, in many settings, there is a greater amount of cross-departmental collaboration that creates more than one reporting relationship. For example, a team member in customer service may work with marketing to give input on how to market to existing clients, and the marketing supervisor oversees the project.

 

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Related: Building Healthy Relationship Requires Collaboration and Mutual Appreciation

Another factor that may reduce the importance of the relationship with one’s direct supervisor or boss is the myriad of ways an employee is assessed in today’s workplaces — including 360 degree feedbacks and other objective measures of work. A few thoughts about how to build a positive reporting relationship, even in shifting times:

  1. Be appreciative. Bosses and supervisors don’t hear thanks very often. They hear a lot of complaining and problems they are expected to solve. Occasionally thanking someone — and being specific as to why you are thanking them — can go a long way to start to build a positive relationship.
  2. Be respectful. One of the most common complaints I hear from supervisors, especially in cross-generational relationships, is that they feel disrespected. Most of us aren’t sure what makes us feel respected, but we clearly know when we feel it. Having a general conversation with your boss about actions that lead them to feel respected or disrespected would be wise.
  3. If you are going to raise a concern, make sure it is specific, not vague and general, and that it is a behavior or issue your boss can address. Don’t whine about management or a colleague in another department, where your supervisor has no influence.
  4. Do your job well, and be willing to go above and beyond. Remember, you are there to accomplish tasks and do them well. When you do quality work and, at least occasionally, do more than is required, you make your boss look good to his or her colleagues and supervisor.

Related: 9 Habits That Destroy Workplace Relationships

The goal of building a positive relationship with your boss isn’t try to suck up to them and win undue favoritism. The purpose is to develop a healthy, positive relationship of mutual respect, which will lead to better communication, the ability to work through disagreements and can build a partnership where you can support one another through difficult times.

Entrepreneur.com | December 9, 2016 | Paul White

Your #Career : Does Your Boss Have Favorites? Here’s What to Do…You Cannot Control the Actions of your Boss; You can Only Control your Reaction to Him or Her

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You see your co-worker hanging out in your boss’ office almost every day. They laugh, make inside jokes and seem more like longtime Buddies than employer and employee.

Anytime you try to join the camaraderie, they don’t exactly embrace your contributions to their little social circle—it’s more like they tolerate you. And coincidentally (or not), the high-profile projects always seem to go to this particular coworker.

Yep, your boss clearly has a favorite. These tips can help keep your career moving forward when that favorite isn’t you.

Get a reality check

Your supervisor’s favoritism may be frustrating, but try not to let it get to you. Complaining and whining about it won’t help you get ahead, says Billie Sucher, a career-transition management expert, so focus on maintaining your professionalism. One way to do that is to get honest with yourself—even if that means taking a slice of humble pie.

“No one wants to admit that a colleague might be more experienced or skilled [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][and thus enjoys more face-time with the boss], but in reality, this is frequently the case,” says Alexandra Levit, author of Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success. “If you really believe favoritism is in question, talk to a mentor outside the situation—in confidence—for an honest and fair assessment.”

Don’t limit this assessment to just the technical aspects of your job. “Take a good look at your performance and relationships at work,” says Hannah Morgan, career strategist and founder of CareerSherpa.net. “Are you easy to get along with? Do you have strong relationships with your colleagues? Do they trust you? All of these factors are equally as important as your qualifications to do the job.”

You can also choose to address the issue directly with your boss to get his or her feedback. Focus the conversation on how you can improve your performance, Sucher says. Rather than expressing anger or frustration about your place in the office hierarchy, ask what you can do to become a more valuable member of the team. Additionally, discuss your own short- and long-term goals with your boss, and lay out plans that will help you get where you want to be, Levit says.

Take the reins

While it would certainly be nice to be chummy with your supervisor, it’s not a prerequisite in order for you to excel at your job. Instead of concerning yourself with your boss’s feelings about you relative to your coworkers, concentrate your energy on what actually matters—the work you do.

“You cannot control the actions of your boss; you can only control your reaction to him or her,” says Sucher. “Focus on what is before you—your tasks, accountabilities and serving your customers and employer to the best of your ability.”

Make sure your boss knows you’re doing great work by regularly reporting on your accomplishments. “Don’t just go to your boss when there is a problem,” says Boni Candelario, a New York City-based career coach. “Set yourself apart and express your successes and how they relate to your department’s success.”

 

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Proactively pitch project ideas in areas your boss cares about. If you’re getting passed over for assignments you think you should have, provide your boss with reasons and facts to support why you should get the next one, Morgan says.

Know when to walk

After you make your case to your boss, his or her reaction should help you decide if it’s worth staying at this job or not, Morgan says. So let’s say you’ve spoken to your boss, discussed your aspirations for more challenging work and explained your personal goals, and your boss has emphatically agreed that you should be working on bigger, better projects. Terrific! Except the next time a plum account becomes available, you’re once again passed over, leaving you bored and unchallenged in your role.

Unfortunately, you may still find that your boss is dismissive toward your goals and uninterested in helping you move forward. That’s a flag.

“If you have done all that you can possibly do from a professional standpoint and are still uncomfortable in your environment, dust off your resume,” Sucher says. Take a first step in the right direction by setting up an account on Monster—so employers that are looking to hire can find you easily and so you can manage alerts on jobs you’re interested in.

You can find a manager who will have your interests in mind. “There will always be favorites,” says Sucher, “but a good leader knows and shows that all of her team members are her favorites.”

 

Entrepreneur.com | November 18, 2016 | Monster.com 

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#Leadership : 4 Ways Leaders Kill Productivity…You May be Holding your Business Back Without Even Realizing It.

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Businesses often reflect its leaders, which is why you should work on developing traits that make you a good business leader and killing those that are harming you and your business.

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“Whenever you see a successful business, someone once made a courageous decision.” – Peter F. Drucker

As a business leader and a blogger, my level of productivity is greatly determined by the skills I possess and the various productivity tools I’ve acquired over the years. The same applies to all entrepreneurs of every stripe and color. It’s important to constantly self-examine your progress. I do this by regularly asking myself the following questions.

  • How far have I come?
  • What got me to where I am today?
  • Am I really delivering as expected?
  • Do I find it difficult to keep up with expectations?

Related: 22 Qualities That Make a Great Leader

Too many business leaders fail to reach their full potential because they have an internal hold-back button and fail to take their fingers off of it. In this post, I’ll identify four common struggles that you may not realize are holding you back and harming your business.

1. You’re afraid to fail.

“Keep your fears to yourself, but share your courage with others” – Robert Louis Stevenson

You will fail and make mistakes a lot, as a business leader. The good news is it’s a necessary part of the path to success because running a business isn’t a hurdle-free process.

When your mind is filled with thoughts of failure coming up with actionable strategies to help boost your business can be difficult, if not impossible.

You may ask yourself: But what if I lose my job or sink my business by making one wrong choice? And I’ll say: Well, if your business dies as a result of inaction, you’ll be in the same boat. By not taking any risks, you’ll never set yourself up for the rewards that success can bring.

According to the founder of iCustomLabel Nick Chachula, great leaders are good at taking risks, because they keep themselves open for the opportunities. They see around the corner, have their homework done and are upfront about taking a shot at the given opportunity.

 

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2. You’re too independent.

Yes, you’re the leader; therefore, you should have the power to single-handedly manage the business all by yourself, right? Wrong. No one has the ability to grow a business and increase all-around productivity without relying on others at times.

The truth is this – in running a successful business, the role of teamwork can’t be neglected. In the words of Ken Blanchard, “None of us is as smart as all of us.”

Getting ideas from various sources will help you make well-informed decisions and take calculated risks. It will also lead to a rise in your productivity because you’ll be able to spend more time on things you do well. To rise above the challenges, you’ll need to kill the one man army mentality before it kills you.

Related: 10 Signs That You Suck As a Leader

3. You’re too scared to make decisions.

“It doesn’t matter which side of the fence you get off on sometimes. What matters most is getting off. You cannot make progress without making decisions.” – Jim Rohn

As a business leader, the decisions you make strongly determine outcome of your business, so I understand the pressure. I really do.

Having the buck stop at your table can get overwhelming. And making good decisions will help boost your productivity, almost as quickly as poor decisions will kill productivity.

According to French Entrepreneur Julien Labrousse, decisions must be made. And guess what: every leader struggles with a fear of making poor decisions at some point. One way to get over this fear is to seek counsel and delve into available data. This will give you the foundation you need in order to trust your gut instinct. It’s never a bad idea to gather information and professional opinions. Just don’t delay unnecessarily.

4. You’re not humble.

“Pride is concerned with who is right. Humility is concerned with what is right.” — Ezra Taft Benson

You just might be a great leader, but don’t forget that your team can always make you better. They may indirectly let you know when you’re taking the wrong steps. But leaders, who lacks humility, will tend to ignore any kind of constructive feedback.

Being a humble leader doesn’t mean accepting everything that your team says, but it does mean having a willingness to listen to the views of others, and give their suggestions fair consideration.

Related: How Thoughtful Leaders Earn Employee Loyalty

It also means giving credit where credit is due. It means recognizing and rewarding the efforts of your team. Acknowledging the contributions of others is a great way to foster humility, and encourage positive results from your team.

Businesses often reflect its leaders, which is why you should work on developing traits that make you a good business leader and killing those that are harming you and your business.

Entrepreneur.com | October 7, 2016 |  Toby Nwazor

#Leadership : Promoted From Coworker To Manager? 7 Tips For A Smooth Transition…Remember, your Job as the New Manager Shouldn’t Be about Trying to be Popular – it’s About Leading Others to Achieve Results.

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One of the more difficult career situations I’ve coached people through – and been through myself – is being promoted from within a department to become the manager of that group.

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As one client found out, going from a peer who previously talked “trash” about the manager with other colleagues to the person others talked about can make it a stressful transition.

“Madison” realized that her previous personal relationships with coworkers had to be moved to a different level, because she was no longer a peer – she was the person who now assigned the work, analyzed productivity and held performance discussions.

 

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Making the move from coworker to department manager was a tricky transition because, as the new manager, Madison was responsible for the productivity and results of her department. Oftentimes, former coworkers, either because of jealousy or out of habit, didn’t want to treat her as the boss – they wanted to continue treating her as one of the peer group.

Here are seven tips for making the transition easier:

• See your HR business partner to find out what training and support is available as you take on your new role.

• Sit down one-on-one with each person in the department to discuss their feelings about your transition to the manager of the team. Talk about the expectations you have of each other and get potential issues out on the table, so you can address them.

• Remain professional at all times. And treat each and every employee fairly and with respect, by listening to what each person has to say (listen more, speak less).

• Eliminate your water-cooler or break-room gossip and venting sessions with employees.

• Don’t allow previous work and/or friendships with your former peers to influence your new managerial responsibilities. You must now learn to remain unbiased, no matter what situation arises.

• Ensure that everyone on the team understands your new role as their manager and the responsibilities that are expected of you by senior management.

• Work out a game plan for how you and your team can work together to achieve the goals and objectives of the group. (Be sure to clearly and concisely communicate those goals and objectives).

Over time, as the team observed my client’s leadership skills and professionalism, they stopped seeing Madison as their peer and came to accept her as their manager.

Remember, your job as the new manager shouldn’t be about trying to be popular – it’s about leading others to achieve results. You may not win over everyone in the group, especially if one or two others also applied for the position you ultimately received.

No matter what happens, keep the focus on the work to be done, give it your best effort every day, treat everyone fairly and with compassion, and you will earn their respect over time.

Lisa Quast is the author of Secrets of a Hiring Manager Turned Career Coach: A Foolproof Guide to Getting the Job You Want. Every Time.

Forbes.com | October 3, 2016 | Lisa Quast

#BestofFSCBlog : #YourCareer -Management is a Minefield-10 Things the Boss Wishes You Knew. Over 42K Reads!

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If you’re a part of the rank-and-file, it can be hard to get inside the head of management or your company’s leadership team. They seemingly make decisions merely to anger or stir up the lower-level employees, and the boss can be amazingly inept or unable to respond to employees’ concerns. They can devise and deploy stupid rules with little logic or reasoning, and some even seem like they’re out to get you if you rub them the right way.

Elegant business partners holding blank papers on green background

 

It can be hard to figure out what’s going on in the C-suite. But you have to realize that the boss is only human, and has a job to do. As difficult as it is to try and rationalize or figure out the logic behind some decisions, empathizing with the decision makers can be just as hard. Giving it a shot, though, may go a long way to explaining some of their flabbergasting decisions.

What kinds of things do managers wish employees better understood? Here are 10 things bosses wish employees could empathize with, to realize that being in charge doesn’t necessarily mean that every day is a picnic.

1. “I have a boss, too.”

You have a boss, and your boss has a boss. That means that the same issues or negative feelings you’re harboring toward your boss? Your boss is harboring many similar feelings toward their boss. Everyone’s a part of the chain, when it comes down to it. Even the CEO — they answer to shareholders.

 

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2. Honesty goes a long way

If you can get something done, great. If not, don’t pretend that you can — just tell your boss so they can figure out an alternative. If your manager or team leader is counting on you to take care of something, especially after you’ve assured them that you can do it, they’re banking on the fact that you will. Don’t blindside them at the last minute by coming up short. Just be up front about your ability to handle a given task.

Angle view of a business team discussing the future of their company on the foreground

3. Scheduling is very difficult

In certain businesses and workplaces, scheduling employees is a nightmare. If you’ve worked in a restaurant, for example, you have an idea of the juggling act that building a schedule can be. Many employees have school, families, or other jobs they need to attend to, and asking for a day off at the last minute isn’t as easy as slotting in another name.

4. 9:00 does not mean 9:10

Some jobs allow for some leeway in when you come and go to work. Others do not. If your boss needs you at work on time, that means you need to be there on time — not 10 or 15 minutes late. You may send the message that you’re not coming in at all, and send the rest of the staff scrambling to cover your station. Everybody’s late from time to time, but if you make it a chronic habit? You’re only giving your boss ulcers.

5. If you’re quitting, let them know

People quit jobs all the time. But there’s a reason the “two week” rule exists — it allows both parties, the quitter and and the employer, to have some time to cover their bases. Yes, companies lay people off with little or no warning all the time, but if you have a good relationship with your employer, or don’t want to burn any bridges on the way out, give a heads up so they can replace you.

6. They don’t want to be there on Saturday or Thanksgiving either

Yes, working nights, weekends, and holidays sucks. Nobody wants to be there, not even management. But the world doesn’t stop just because it’s your favorite holiday, or because it’s Sunday. Somebody has to work, and somebody has to take the reins. If you’re complaining about having to work Black Friday, your complaints are probably falling upon deaf ears; your boss is probably just as stoked to be there as you are.

7. The boss isn’t out to get you

Management doesn’t want you to fail. They’re not typically setting traps or land mines for you to walk into, to give them a reason to dock your pay or write you up. They want you to do your job and be good at it. If you’re doing well, it makes your manager look better. Sure, some employee-employer relationships can fray, but it’s rare that someone in charge is gunning for you. Paranoia isn’t going to help.

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8. They’re your boss, not your friend

Ever hear about awful parents who try too hard to be “cool,” and let their kids run amok? It’s similar in the workplace. Your boss is there to manage you, not be your bud. While you may have a good relationship with your manager — which is great — you don’t need to tell them how trashed you got last night or invite them to smoke a joint with you during a break. Respect the relationship, and professional boundaries.

9. Management knows you’re screwing around all day

Do you really think nobody realizes that you spend half of your day surfing Facebook, Snapchat, and Reddit? They know — so you don’t have to scramble to cover your tracks every time you’re on your phone and somebody walks up behind you. Of course, if you’re on the sales floor or in a customer service position, then this can be a real problem. But managers know that you’re not always being productive.

10. Saying “I don’t know” is OK

Sometimes, you’re not going to know the answers. Not sure how to work a machine or piece of equipment? Ask for a run-through. Does a customer have a complicated issue or question? Don’t B.S. them, and give them bad information. Even if it’s a little uncomfortable, ask for help from a higher-up, and treat it as a learning experience.

Follow Sam on Facebook and Twitter @SliceOfGinger

 

CheatSheet.com | September 30, 2016 | Sam Becker 

#Leadership : 10 Signs That You Suck As a Leader…Your Staff Won’t Tell you That you’re Terrible. You’ll Just Have to Figure it Out Yourself.

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If you ask one of your key employees how you’re doing as a leader, chances are that you aren’t going to get a 100 percent honest answer. The employee probably isn’t going to tell you your faults, when you have the power to destroy his or her employment.

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So, what’s it going to be?

Related: Employees Lose When Leaders Stop Leading

You may be asking why you should even ask such a question of your employees. After all, you’re the boss. But it’s simple, really. Research shows that more than 70 percent of the workforce is disengaged. Much of the cause of that disengagement oftem stems from the active dislike the employee has for his or her leader, often described as “the manager from hell.”

But none of these employees are going to risk their jobs to tell you that. And because of their reluctance, you may need to take a long, hard look at your behavior and be brave enough to recognize the signs that you aren’t doing as good of a job as a leader as you would like.

Here are 10 signs that you may, well, suck as a leader:

1. Your attitude is “This is how we do things around here, and you can like it or leave.”

Great leaders are in a constant state of growth and adaptability. They would never approach employees with this attitude.

 

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2. You are busy being nice.

Great leaders know what truly matters. Leaders know their purpose — their why. Running a business is not a popularity contest that leaders need to try to win. If you spend all your time trying to be nice to people, you aren’t leading.

3. You micro-manage.

Great leaders are collaborative, not micro-managers. Leaders don’t feel that they have to do everything themselves. They trust their team members to do it and know they will do it right.

Related: Leaders Succeed When They Go Where Their Fear Tells Them to Avoid

4. You are all about the numbers.

Great leaders are, first and foremost, CROs. You know — chief relationship officers. Leaders cannot always focus on the bottom line. Remember that the number one character trait of great leaders is that they highly value the people they lead.

5. You secretly, or not so secretly, dislike people.

Great leaders are genuinely into their work relationships. They like people and love seeing them grow. You have no business being a leader if you don’t like people.

6. You steal the light.

Great leaders give the spotlight to others. Bad leaders take credit for what’s not theirs, and justify their behavior based on some “rational-lies” that they tell themselves. But it is not, despite anything you have ever been told, all about you.

7. You lack empathy and compassion.

Great leaders have a highly developed level of emotional intelligence. Don’t try to lead if you can’t grasp this concept.

8. You lack self-knowledge.

Great leaders are continually developing deeper self-knowledge, because they understand that self-knowledge lies at the root of genuine empathy and compassion. In order to lead effectively, you have to know who you are below the surface.

9. Your people don’t trust you.

Great leaders are highly integral. They don’t say one thing and do another. If this is you, you’ll lose ground every quickly with your staff.

10. You keep your personal life a secret.

Great leaders are bonded to their people, and their people are bonded to them. Great leaders know and care about who their people are. Great leaders let their people see who they authentically are beyond their role as leader. Let people in, proving that you have learned the power of vulnerability.

If you read this, and you find yourself saying, “Yeah, but you don’t understand,” what you are actually saying is that you are committed to sucking at your role as you are at leading. If that’s the case, no one can help you until you decide it’s too painful to stay the same.

Related: 7 Habits of Masterful Managers Who Coach Their Teams to Success

Entrepreneur.com | September 27, 2016 | Dov Baron

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#Leadership : 15 Things Your Boss Is Tired of Hearing…Communication is Essential to Career Success. When you’re Trying to Impress your Boss, it’s Important to Know the Right Words to Use. Even a Small, Offhand Statement Could Send the Wrong Message, Damaging your Career for Years.

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The boss-employee relationship can be a precarious one. Even the best managers may have difficulty communicating at times, especially if anemployee’s behavior is frustrating. Whether you’ve been at your job for a few months or more than a decade, it’s important to realize that your words make a big difference in how your boss perceives you.

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Here are a few phrases you should avoid.

1. “That isn’t my job.”

You may have a very specific job description, but employees excel by doing whatever it takes to make an employer succeed. Always be ready to do more than expected or learn how to do something new. The result could be more job stability.

2. “I’ll quit if…”

Ultimatums tend to come across as threats, which likely won’t get the results you want. You may even find your boss calling your bluff, sending you straight to the unemployment line.

 

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3.“I can’t come in today.”

An occasional sick day is to be expected but over time, a pattern of calling in can become a problem, whether it’s due to childcare issues, your own ongoing illnesses or just because you don’t feel like it.

4. “I can’t afford to pay my bills.”

Frankly, it’s not your boss’s problem that you can afford things or not. When you accepted your position, you agreed to a salary, which may or may not have increased over time. Your employer’s sole responsibility is to issue that salary in the form of a paycheck.

5. “I’m just here to earn a paycheck.”

It really isn’t smart to mention this, whether it’s true or not. Employees who go the extra mile and put the needs of the business first will be at the front of the line for raises or promotions. Also, get a hold of yourself and go find a job that you have some passion for, if you find that you are always “phoning it in” at work.

Related: Ignoring Employee Morale Will Cost You. Here’s the Solution

6. “It’s not my fault.”

When something goes wrong, avoid playing the blame game and instead focus on how you can work as part of a team to make things right.

7. “My last boss did it differently.”

Whether you’re talking about your previous employer or your boss’s predecessor, this information is irrelevant. Your current boss has every right to come up with a new approach.

8. “I can’t.”

In general, you should strike the word “can’t” from your vocabulary, but this is especially true when your boss asks you to do something. Always show a willingness to give your best effort.

9. “You didn’t tell me to do that.”

Even if your boss neglected to mention something, pointing that out won’t win you any points. Instead take the high road and promise to get right on whatever task needs to be done.

10. “I’m so sleepy.”

Even if you’ve been up all night working or caring for your infant, your boss doesn’t need to know about it.

Related: Managing the Unmanageable: The 6 Most Common Types of Difficult Employees

11. “It’s unfair.”

Comparing yourself to coworkers only makes you look petty and jealous. Instead highlight your own attributes and impress your boss by executing your duties well. Avoid pointing out any preferential treatment you believe others may be getting.

12. “Sorry I’m late — I had a job interview.”

It may seem crazy, but this happens more than you might think. No matter how strong your relationship is with a supervisor, there’s no need to mention this. If you choose to look for a job, do so behind the scenes, during lunch breaks or after hours.

13. “I’m bored.”

Instead of complaining about your empty to-do list, look around for ways you can help others lighten their workload. If you’re ready for more responsibility, let your boss know you want to tackle additional challenges and name specific things you’d like to learn.

14. “You’re wrong.”

At some point in your working relationship, your superior will be wrong. When that happens, point it out diplomatically, using words like, “I might be mistaken, but I thought…” instead of bluntly insulting your boss. If you correct your boss the right way, they may end up respecting and trusting you more.

15. “I quit.”

No matter how hard things get, never utter those two words in the heat of the moment. Always resign with two-weeks’ notice and only after you have a plan for replacing your income. More than that, look for a job or a team of people that won’t leave you on the edge of quitting so easily.

Related Book: No B.S. Ruthless Management of People & Profits by Dan S. Kennedy 

Communication is essential to career success. When you’re trying to impress your boss, it’s important to know the right words to use. Even a small, offhand statement could send the wrong message, damaging your career for years. Remember, if you’re not sure whether what you’re about to say may be received well, give it a second thought. You may just need to rephrase it, or keep your mouth shut.

 

Entrepreneur.com | September 20, 2016 |  John Boitnott

#Leadership : This FlowChart can Help you Figure Out If you’re a Horrible Boss, or a Great One…Follow the FlowChart to Figure Out If you’re a Great Manager, or a Horrible One

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Most people like the idea of being the boss — but not everyone has what it takes to lead effectively.

Directions Man

It can be difficult to determine whether or not you’re manager material, even if you’re being honest with yourself. What’s more, once you are in a leadership role, it’s hard to reckon whether or not you’re doing a great job — or failing miserably.

It’s important to determine what your strengths and weaknesses are when it comes to leading. Otherwise, you might be unprepared once an opportunity to rise up comes around. Or, if you are already a boss, you might flounder in your management role.

For anyone who’s considering whether or not they have any leadership chops, Headway Capitalcompiled this infographic breaking down what it takes to be a great boss.

Follow the flowchart to figure out if you’re a great manager, or a horrible one:

Are you boss material DV4 1

Businessinsider.com | September 16, 2016 | 

#Leadership : 5 Reasons Employees Don’t Trust Their Boss or Their Company…Recent Report find that a Lot of Workers are Very Skeptical of their Bosses, and the Companies they Work For. In Concert, that Impacts Productivity, can Lead to a Toxic Workplace, and Hurts the Bottom Line.

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Trust and loyalty are difficult to come by in the professional world. While the millennial generation seems happy enough to job-hop their way to the top, more and more employers are looking for ways to increase employee loyalty within their organizations. Finding new and trustworthy employees is difficult and expensive, and even as many people are willing to lie on their resumes to get the job they want, most wouldn’t want their employers betraying their confidence in similar fashion.

Free- Rusted Tanker

But there have been signs that the tides are turning. Employers have started to implement new ways to keep employees around, and the numbers show that more raises and promotions are being handed out to loyal, long-time workers. That means there is at least some sort of divide being bridged between management and labor, in some organizations.

When we dig a little deeper, however, it becomes clear that there’s still a wide gulf when it comes to confidence in our employers. The latest Trust Barometer report from Edelman all but confirms it. The annual report, now in its 16th iteration, took the pulse of tens of thousands of workers, in an effort to see just how much trust (or distrust) is prevalent in the economy.

The findings? A lot of workers are very skeptical of their bosses, and the companies they work for. In concert, that impacts productivity, can lead to a toxic workplace, and hurts the bottom line.

This is a wake-up call for any business leader who underestimates the importance of building trust with employees,” said Nick Howard, executive director of Edelman’s employee engagement business in Europe in an accompanying press release. “Edelman’s special report on Employee Advocacy shows that non-trusting employees are far less likely to say good things about their employer. And worryingly, the bad things they say will be believed by consumers.”

Christopher Hannegan, executive vice president and lead of Edelman’s employee engagement business in the United States, echoed Howard’s sentiment. “The findings are very clear,” he said. “Consumers trust companies that treat their employees well. Companies that have ethical business practices. Are transparent and open. And respond well to problems and crises. Equally clear is that these are the topics that employees are most trusted to talk about.”

Here are five of the chief reasons Edelman’s Trust Barometer says employees don’t trust their employers. Do you agree with any of them?

1. Engagement

Where there’s a lack of engagement and communication, there’s a lack of trust. We see the same dynamic at play in our personal relationships, and that extends to the employee-employer relationship as well. When there are limited lines of communication and engagement, skepticism bubbles up. You start to worry about potential changes that you may be missing. It’s difficult to manage — and employers who keep employees in the dark are feeding distrust and discontent in their ranks.

It also leads people to believe there is something to hide, which obviously leads to distrust.

 

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2. Short-term thinking

“Short-termism” is when a company or leadership team puts short-term profits ahead of an organization’s long-term goals and survival. It’s how you end up with car companies cutting corners like GM or Volkswagen’s recent scandals, or how we end up with huge disasters like Deepwater Horizon. It’s about making the quarterly numbers look good, at the expense of long-term projections. And employees hate it.

“More than two-thirds of people feel that CEOs are too focused on short-term financial results,” said Howard.

3. Belief in the company

Do you believe in your employer? That is, do you believe in the company’s mission and purpose? People want to work for employers who are addressing society’s needs, and positively impacting their communities. That may mean taking measures to protect the environment, or simply taking care of employees so that they can afford life’s necessities without struggling. But there’s an evident gap in Edelman’s numbers that show employers are coming up short. And that breeds distrust and contempt.

 

4. Product quality

This is a call back to the discussion around “short-termism.” People trust companies that create and sell high-quality, reliable products and services. It’s easy to work for a company that puts pride into its work, and pumps out products people love. Think of companies like Apple, for example. If you can personally stand behind your employer’s products, it’s easy to trust them.

Now, put yourself in the shoes of a Comcast employee. You’re consistently fielding calls from angry customers about being overcharged, and how their service is out. That’s going to take a toll on your pysche, and how much you trust your company.

5. Ethics

Most of these other points boil down to this: ethics. While we’re all taught to act ethically, so many headlines fill the newspapers and cable news networks about corporations or individuals taking short cuts, ultimately earning a big pay day at the expense of everyone else. We saw ethics go out the window during the financial crisis, and by decisions made at (again) GM and Volkswagen.

Employees want to work for ethical companies, who aren’t doing shady things, and are cleaning up after themselves. If they don’t, then what kind of example are they setting? It becomes hard to trust your company, and its leadership, when all kinds of unethical behavior is being exhibited.

If your own employees don’t trust you, you can bet that customers won’t trust you either.

Check out Edelman’s complete Trust Barometer report.

Follow Sam on Facebook and Twitter @SliceOfGinger

 

CheatSheet.com | August 21, 2016 | Sam Becker 

 

#Leadership : 6 Concepts Your Millennial Employees Wish You Understood…One of the Things you Learn very Quickly, When you Hire a Staff, Is that a Bad Boss is the No. 1 Reason Why People Quit their Jobs.

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One of the most fraught challenges that an manager/entrepreneur can face is the management of employees. Plenty of books have been written on the subject; plenty of classes have been taught. But it’s only when you’re suddenly sharing an office full of millennials with their own distinct personalities, strengths, weaknesses and dreams – each of whom is looking to you for leadership — that the real learning begins.

workaholics-2

One of the things you learn very quickly, when you hire a staff, is that a bad boss is the No. 1 reason why people quit their jobs. Nobody wants to be a bad boss. And nobody has to be a bad boss – not if you put in the time and effort it takes to become the leader that your employees need. Naturally, that’s easier said than done, particularly because employees rarely feel comfortable offering tips to their boss on how to behave.

Fortunately, managers/entrepreneurs who hang in there long enough often become masters of putting their employees in a position to succeed. It’s a crucial part of building a viable business. Even bosses who are beloved by their staff, though, could learn to be more effective if they were better able to view the world through millennial eyes.

Simply put, millennial employees work harder and remain more loyal if they believe their boss understands them and their needs. Here are six important considerations that your millennial employees wish you recognized.

1. Their time is more valuable than money.

It’s no great secret that employees hate it when their boss keeps them in the office late or bombards them in the evenings and on weekends with emails, phone calls and homework. Don’t do that. But your respect for your employees’ time should go further than that.

Most projects require teamwork, and when one of your team members completes their part and turns it over to you, they expect you to complete it promptly so that they can move onto the next thing instead of waiting on you. It’s imperative that the boss is not a bottleneck, preventing an efficient office, so always respect your millennial employees’ time as much as your own.

 

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2. They want to know what’s happening with the company.

Does your office operate on a need-to-know basis? Your millennial employees are probably not happy with that arrangement.

Workers usually aren’t offended if they’re not included in a company’s decision making – they know that’s your job. But they do resent being kept in the dark about the company’s plans and direction.

Employees, who endure too many surprises or can’t be sure what your business will look like in six months, begin to feel that you don’t trust them. Nobody does their best work for a boss or a business that doesn’t trust them with essential information.

Learning to manage people effectively can sometimes take a career – some would say longer, when it comes to millennials. Even then, your employees probably won’t love you for it. But if you keep their interests in mind while running your business, they just might love to work for you. Isn’t that the kind of company where you’d like to work too?

3. They want to learn something.

It’s rare these days for a worker to stick with the same company for their entire career, for many complicated reasons.

One surefire way to keep them, though, is to make sure that they’re learning new skills on the job. It’s better for the company because your staff is constantly improving its knowledge and skillset, and it’s better for the employee too.

Learning something new keeps them engaged, and they know that if and when they move onto a new job, your company will have made them a better employee. If your employees aren’t learning anything, they aren’t improving themselves, and they’re apt to go someplace where they can.

Related: This is How You Create the Ideal Millennial Workplace

4. They hate the open office concept.

For years now, more and more offices have switched to the open-office model, where employees share a communal workspace with small or nonexistent partitions between their desks. The theory is that this approach fosters communication, collaboration and transparency. But that isn’t how your millennial employees see it.

Chances are, millennials believe that you put them in an open office simply so that you could keep an eye on them. Again, this erodes trust.

Additionally, many staffers complain that the noise and distractions all around them in an open office hamper productivity. Nobody grows up hoping to work in a cube, or worse yet, around a table, like a kindergartener. And if you maintain a private office for yourself, they’ll resent you for it.

Related: Want to Understand Millennials? It’s Simpler Than You Think.

5. They want praise and a raise.

As managers/entrepreneurs, we often expect and demand that our teams will always strive to do their best work in order to share in the company’s success. And often, they do – at least at first.

But if millennials’ hard work, engagement and sacrifice isn’t rewarded, you’ll quickly catch them turning in the bare minimum. Bosses have tried all sorts of carrots and sticks to keep their employees stretching for success, but only two things really move the needle: praising quality work and raising compensation for top performers.

In a perfect world, millennials wouldn’t need encouragement to do their best. But in the real world, people get hooked on praise, and nothing motivates like more money. Don’t fight it, utilize it.

Related: Millennials Are Not the Only Ones Who Want Feedback

6. Nobody really loves their boss.

As the leader of your organization, you deserve your employees’ respect and you need their trust. Where many managers/entrepreneurs go wrong, though, is coveting their employees’ love and admiration, too.

No matter how fun you make your workplace or how deeply you involve yourself in your millennial workers’ lives, the fact remains that nobody loves their boss. And nobody wants to.

Your millennial employees need a leader with vision who is smart, fair, and encouraging. What they don’t need is a hero. If you need more love in your life, devote more time and energy to developing friendships and family. If you try to turn your employees into a family, they’ll respect you less for it. Help your workers to love what they do, not love who they work for.

Learning to manage people effectively can sometimes take a career – some would say longer, when it comes to millennials. Even then, your employees probably won’t love you for it. But if you keep their interests in mind while running your business, they just might love to work for you. Isn’t that the kind of company where you’d like to work too?

 

Entrepreneur.com | August 19, 2016 | Steven Kaufman