We all know a manager who is arrogant, insensitive and dictatorial. When profits are good there is little motivation to address this behaviour, but profits aside, insensitivity and ruffling feathers can be negatively impacting employee productivity.
1. Lack of Emotional Intelligence
Emotional Intelligence is the ability to identify and manage not only one’s own emotions but also to empathise with and manage others’ emotions. When you are in a bad mood, frustrated or stressed, do you bring these emotions into the office? If so, this can create tension within your team, which can undermine creativity, innovation and performance. The Huffington Post recently reported that lack of emotional intelligence results in $400 billion in lost productivity every year in the USA.
2. Inability to share credit
A key component of good leadership is selflessness. How often do you recognise employees’ hard work and give them credit for a job well done? Are you accountable for your own actions and unwilling to pass blame onto your employees? Managers who take credit for their employees and who are quick to pass-on blame, will find that they quickly lose the trust of their team, and can turn the entire office into one big “blame game.”
Micromanaging is a fear-based behaviour that has a negative effect on employee engagement and productivity. If you are a micromanager, employee strengths are not nurtured. In time, morale plummets as employees lose faith in your trust in them. This hampers their drive to succeed, destroys organisational innovation, and decreases growth potential for both the employees and the company.
Growing a company takes creativity and this only occurs in safe, empowering environments. Certainly, managers have the latitude to have a bad day, but conducting yourself in ways that create a toxic culture will eventually destroy the company. Good managers recognise that when you get employees to grow along with the company, this will have an overall positive impact on the bottom line.