Change your ways.
There are tons of subtle (and not to subtle) signs your employees dislike you.
If you've noticed that they avoid you at all costs, can't maintain eye contact, or stop smiling the minute you enter the room, you may want to evaluate what you're doing wrong.
Of course, sometimes personalities simply clash and it's nobody's fault. But if more than one employee seems to despise you, you'll probably want to take a good look in the mirror and do everything you can to turn the situation around.
Why? For starters, being a disliked boss is bad for everyone: you, your employees, and your company. It can hurt your reputation; slow down productivity; impede employees' creativity; impact happiness levels among staffers; and hurt business overall.
If you're fairly certain your employees hate you, here's what you can do:
- Openly address issues with the person or team
Take the time to sit down in a relaxed, neutral setting (your office is definitely off limits!) and openly address any personality conflicts head on to identify and hopefully resolve any issues, says Michael Kerr, an international business speaker and author of "The Humor Advantage."
"Or at least schedule time to get to know the employee at a more personal level," he adds. "Sharing personal information about yourself and learning about their lives, families, hopes and dreams is a key way to build trust, break down barriers and 'thaw out' any relationship."
Lynn Taylor, a national workplace expert and the author of "Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job," agrees. "The onus lies more so with you, the manager, to approach the person or team and correct misunderstandings," she explains.
- Start praising employees for their great work more frequently .
According to a recent Gallup study of 7,200 adults, about half of all US employees have left a job at some point to get away from their boss. But a 2013 CareerBuilder study found that 50% of respondents would be enticed to stay with a company if they received more recognition.
"Take the time to both privately and publicly praise your employees and recognize their efforts — when it's sincerely warranted," says Kerr. "This is just good practice anyways for any boss, but being extra intentional about employees that might be uncomfortable around you, is critical. Just make sure the praise is warranted or it will come across as a desperate or cloying strategy to win over favors."
- Be empathetic
Having emotional intelligence is not just about being nice. It's good business, explains Taylor. "Common courtesy, such as saying 'Good morning,' or 'How are you today?,' or 'Thank you,' and taking a genuine interest in your staff, goes a long way in making you more approachable and likable," she says.
It may seem old fashioned, but the golden rule: — "One should treat others as one would like others to treat oneself" — is a powerful first step in being a better manager. "This is not to say that you want to win a popularity test, but it's often said that you are only as good as your team," she adds.
- Be open and honest
Share information with your employees, says Kerr. "Treating them like a confidante, sharing valuable information, and being more open and honest will definitely help smooth over ruffled feathers and win you some converts in the long haul."
Sharing information bestows trust and is a simple way to get employees to warm up to you.
- Have a sense of humor
"Have a sense of humor — especially about yourself," Kerr suggests. "Employees want to be led by someone with a little levity in their step and showing you have a sense of humor will help a lot, as long as you don't veer into the cringe-inducing kind of humor practiced by Michael Scott from 'The Office.' And laughing at your own bloopers and owning up to your own mistakes is a key way to build trust and improve hardened relationships."
- Welcome their input
Asking an employee who you think doesn't like you very much for their opinion on important workplace matters will send a powerful message: that you value their wisdom and experience, says Kerr. "Giving them a legitimate voice will help them see you as a true ally who is concerned about their opinions and ideas."
- Treat everyone kindly, but equally
Don't play favorites — but treat everyone with respect. "It's an old cliche because it's true: Employees don't care how much you know until they know how much you care. So treat them consistently, day in and day out, in a manner that shows you care about the person behind the job title," Kerr says. "And don't discount taking the time to carry out small favors or offering up random perks. Bringing in treats or coffee for everyone or letting the team go home an hour early after a particularly busy stretch will go miles towards establishing better relationships."
- Be consistent
When employees know the expectations, it's easier for them to like and respect you. "They appreciate bosses who are clear about objectives, know the ramifications if they're not met, and along the way, expect good communications," Taylor says. "Good bosses are also encouraging, smart, and have a sense of humor."
Some bosses are pros at how they motivate staff to take on a new project. They get the team excited and employees practically line up to work with the person, Taylor explains. "Others virtually bark out orders and tell people what needs to be done versus asking." They use "I need x" versus "We need x." "When employees feel that you're willing to roll up your sleeves, no job is beneath you, and you set a good example, that's when you earn their respect," she says.
- Give feedback
Employees truly appreciate feedback — good and bad. Take the time to regularly sit down with your employees to discuss their strengths, areas that can improve, and progress.
Also be sure to offer your support and encouragement. That will go a long way.
- Realize you can't be liked by everyone
It's important to recognize the difference between being respected and being liked, says Kerr. "There may be some employees who, no matter how hard you try to win them over, simply will not like you for reasons beyond your control. So ultimately focus first and foremost and earning the respect of all your employees, which is something you have far greater control over. And if they like you on top of that? Consider it a bonus."
Source :http://m.economictimes.com
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