Why good employees leave companies?, Why, companies must worry about the impact of bad bosses about their employees?, What are the indicators that we are faced with a bad boss? Can you do something the companies with bad bosses? This and many more questions may arise in this debate. The truth is that "the world hurts less with good bosses" .
The employee and the head is usually one of the most complex relationships addressed by psychologists and experts in sociology. How it affects a good or bad boss in the mood (so we do not need to hijack) an employee's full of smiles that fails to absorb the reality:
Why good employees leave companies?, Why , companies must worry about the impact of bad bosses about their employees?, what are the indicators that we are faced with a bad boss? Can you do something the companies with bad bosses ? This and many more questions may arise in this debate. The truth is that "the world hurts less with good leaders."
Surely every one of us has suffered and will suffer for this kind of relationships that determine the continuity of resources in enterprises, the same way that wages and other benefits that you can get. Bad bosses
determine the success of companies in existing projects in future business.
Bad bosses are horrible most valuable asset managers of companies, employees, staff and talent. From there, they become unruly pilgrims, travelers who are raising dust from escaping companies without these relationships, changing only names and with the same balance.
course, even the best companies are bad bosses. And these leaders have ever been used (good employees?) We have different scenarios:
- Buenos heads and good employees
- Bad Bad bosses and employees
- Bad Bosses and employees Buenos
- Bad Bosses and employees Buenos
The Bad bosses have different characteristics based, perhaps, in the situation of power that generates a charge: arrogance, tyranny, bigotry, void management, avoidance of responsibility, pride, lack of kindness, envy, silence, lack of confidence, insecurity, ambition , etc.
A point of contact between different versions of ill- leaders with whom one can break up these relationships is that no one is aware (or not subscribe directly ) for the responsibilities of such scale and subject of power: leadership, management or leadership, eliminating (in time) good intentions that may have its subordinate resources. On the other hand, there is a responsibility by the employee for supporting a doomed relationship and business professional. The fear to speak out, shyness, comfort, the damage this action can generate (since losing his job to be rejected and frowned upon) are common examples of situations which assist in perpetuating this state of malaise.
In particular, the disappointment with the human qualities I consider most profound and painful disappointment shortsighted decisions arising from professional before professionals are human beings, such a thought of the writer Michel Houellebecq, on-how we can sort of conflict Worst atrocities and never stop believing in love and goodness. Bad bosses
from any prospect of prestige are mysterious beings of course, ambiguous, they see employees as little worthy to have a relationship "Ego?
"A bad boss, bad decisions ... a bad work environment" is the axiom transcendental this contention.
The office is a large apple with temptations and worms that criticize, offend, do not listen and, far from being employees of the month, they become unpopular or popular characters actions are far from good leadership. Sure, here, from there they will think that distance (gap or buraco) will "respect", when in fact, is "fear."
A bad boss has with pocket lint, a high degree of ambition, which will lead them to fulfill their purposes over any established rule, even being able to knit relationships that allow them (through promises, lies, settlements) to consolidate its importance . Particularly I can attest to this on many Latin American companies. I guess we will not be those who count ourselves with this distinction.
The duration of things going confirming old decisions in life, in relationships, in business.
Language is a virus (Burroughs dixit), but in this case is the means by which caring relationships. Some questions just need to know them well, certain words, tones and modes one must know how to express it: thank you, please, good morning, how are you, what you need, I hear, you think, what a good idea, is not time, etc. are part of the vocabulary of the great leaders of the so or motivation, recognition, respect, leadership, defending his team before themselves, etc. prevent employees from being, again, the scars of the wounds of the companies.
course, you can not spray cathedrals or offices, so that the solution to these problems is not immediately or anything, but we can reduce demand damages for bad bosses (or at least to identify them):
- AutocrÃtica
- mature mentality
- strong character
- Understand that a hierarchical level is a necessary means to achieve community outcomes tions (not just singles).
- understand the power as a privilege, a role, a step that must be exploited. Bogar
- because the team can develop professionally and humanly , helping to minimize their difficulties and enhancing their skills.
- charges, appreciation and respect is earned, not requested. A good manager will realize this.
- Listening to others. Do not listen to employees and not let these be expressed, causes mistrust, incomprención, lack of motivation and, conversely, feelings of pride and authoritarianism of the head.
- always worked in what they need (both personally and professionally).
Select the right people to be leaders is not an easy task. A good selection positively mark the directions of staff and therefore the company. Among the variables involved in this decision should take into account the human and professional capabilities. Traditionally, employees have been promoted to management positions only for their technical skills or, by seniority. These employees probably have no experience or training for management. As a result, their efforts, though well intentioned, will not yield the expected results. It is necessary to provide training in management skills among employees with possibilities to be. Specialists can participate in the identification of these resources so that the company be assertive in the selection, just as in the implementation of a coaching plan for this purpose.
In closing, we return to the beginning of this text, when we talked that we do not hijack the mood. A bad boss, according to Kenneth Nowack, produces stress in staff highlighting the close relationship between employee health and performance of their duties. This factor, as important, does not seem to be taken into account by enterprises with the assessment of the tasks of a bad boss. Range should not be an impediment to making a decision that is above the imagery generated by these ranks in the life business.
Identify the most trivial fundamental than expected and get a boss. Address the human condition, the situation of being a professional, respect the responsibilities that come from the hand of a head, not to forget the busy road, be assertive in a friendly selection of quality (in all its forms) allow workplaces and relationships in situ, are, as we said the world a less painful place. Almost
always what is not ...
http://www.iprofesional.com/notas/65208-Los-malos-jefes-pueden-producir-estres-en-el-personal.html
http: / / www.losrecursoshumanos.com/contenidos/1925--que-hacer-cuando-te-toca-un-mal-jefe-i.html
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