"Research reveals that 57 percent of employees have quit a job because of a bad boss--here's how to be a great boss."
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Permanent Recruitment Consultant specializing in recruitment and business development at Pertemps Network Group.
Let's talk about toxic bosses. Many people cite working for a toxic boss as the sole reason for leaving their job. But is it really that simple? As a recruiter, I know that there's more to it than just a difficult manager. We need to look deeper and ask questions. Who's allowing this behavior to continue? Is it a cultural issue within the company? Or maybe higher management is weak and not addressing the problem. It's also important to consider if you're the right fit for that particular environment. Has there been high turnover with that manager? At the end of the day, many factors make up a workplace and all need to be explored. As a recruiter, it's essential that we get to the bottom of these questions. We need to know what kind of environment you'll thrive in, whether it's more accountability or less micromanagement. So before you cite a toxic boss as the reason for wanting to leave your job, take a deeper look at the bigger picture. Let's work together to find the right fit for you. What are your thoughts on this?
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Director @ IWR WorkForce 🟢🟣 | HR, Recruiting and Retention of top talent in the Tech, Finance, iGaming, Shipping and FMCG industries across the EMEA region. Based in Cyprus, Thessaloniki and Athens
You suck, Mr. Boss ☢ A candidate I recently interviewed said that the reason they were looking to leave their current job is because their boss/manager is toxic. The sad part is that this candidate was very strong, dynamic with a great background. This company is going to lose a great asset. Toxic bosses micromanage, make you feel insecure and most times have unrealistic expectations. The crazy part about this whole thing is that many such bosses/managers will never admit that they are toxic or bad managers. Nope. The problem will always be you 👊 So, what can you do? Address your concerns by having a conversation with your boss. Here are some steps to communicate effectively: 🔵 Choose the right time and place to have that conversation 🔵 Be prepared with specific examples of where your skills are not utilized 🔵 Remain calm and professional. 🔵 Use "I" statements eg: "I feel my skills are not being fully utilized" 🔵 Offer solutions on what they need to do to get the best out of you 🔵 Listen and seek understanding. 🔵 Follow up to ensure actions are taken. Remember, every work situation is unique, so adapt these steps accordingly. If issues persist, it might be time to GTFO! How have you dealt with toxic bosses? #WorkplaceWellness #ToxicBoss #CommunicationSkills
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If you've noticed your boss isn't acknowledging your hard work like they used to, they may be quiet firing you. "Quiet firing" is essentially a passive-aggressive approach to performance management, as bosses may slowly nudge out workers they either dislike or view as underperformers instead of simply firing them. This "nudging out" may look like lacking meaningful feedback from your boss; being avoided by your manager; being excluded from important meetings or social gatherings; being singled out, condescending to, or being challenged in front of your peers. While this strategy may be easier and less awkward than giving direct feedback to an employee, it can also backfire and negatively affect the entire business. Consequences of quiet firing may include damage to... ✔ Employees' trust ✔ Work culture ✔ Reputation of the boss or organization ✔ Workers' mental health Being mistreated or ignored at work can put a serious damper on an employee's well-being, requiring them to make the tough decision of remaining persistent under negligent or abusive management or leaving their position. Read more from BBC: https://lnkd.in/exHvr89E 🔽 🔽 🔽 👋 Hi, I'm Graham. Thanks for checking out my Post. Here is what you can do next 🔽 ➕ Follow me to see me in your feed 🔔 Hit the bell on my profile for Post notifications ♻ Inform others in your network via a Share or Repost 📅 Book an appointment to discuss your job situation. Please don't suffer in silence ❗ #career #jobs #business #technology #finance
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Open communication protects the integrity of the business and the best talent throughout your organization. Theres a great likelihood that leaders that enact this approach may not be leaders at all. Putting the wrong people in key leadership positions may be the reason your business lacks the performance you believe it can achieve. #Leadership #Motivation #Success #Empowerment #Development #Integrity
If you've noticed your boss isn't acknowledging your hard work like they used to, they may be quiet firing you. "Quiet firing" is essentially a passive-aggressive approach to performance management, as bosses may slowly nudge out workers they either dislike or view as underperformers instead of simply firing them. This "nudging out" may look like lacking meaningful feedback from your boss; being avoided by your manager; being excluded from important meetings or social gatherings; being singled out, condescending to, or being challenged in front of your peers. While this strategy may be easier and less awkward than giving direct feedback to an employee, it can also backfire and negatively affect the entire business. Consequences of quiet firing may include damage to... ✔ Employees' trust ✔ Work culture ✔ Reputation of the boss or organization ✔ Workers' mental health Being mistreated or ignored at work can put a serious damper on an employee's well-being, requiring them to make the tough decision of remaining persistent under negligent or abusive management or leaving their position. Read more from BBC: https://lnkd.in/exHvr89E 🔽 🔽 🔽 👋 Hi, I'm Graham. Thanks for checking out my Post. Here is what you can do next 🔽 ➕ Follow me to see me in your feed 🔔 Hit the bell on my profile for Post notifications ♻ Inform others in your network via a Share or Repost 📅 Book an appointment to discuss your job situation. Please don't suffer in silence ❗ #career #jobs #business #technology #finance
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Who would quit over a bad boss? Seven in 10 U.S. workers say they would leave a job if they had a bad manager — and younger employees are much more likely than their older colleagues to cite having a bad manager as a reason to quit, according to LinkedIn’s latest Workforce Confidence survey. That doesn’t necessarily mean they think they could do the job better; among individual contributors, just one-third of workers said they aspire to becoming people managers themselves. Millennial workers are the most likely to be eyeing a promotion into people management. Be a good Boss and do these things to gain employees trust and respect: Communication Skills: A good boss communicates clearly and regularly. They ensure that team members understand expectations, goals, and any changes that may affect their work. Empathy: Understanding and being sensitive to the emotions and needs of employees helps build trust and respect. A boss who shows empathy creates a supportive work environment. Fairness: Treating all employees equally and making unbiased decisions fosters a sense of fairness in the workplace. Supportive: A good boss provides the resources, guidance, and encouragement that employees need to succeed. They recognize and reward hard work and offer constructive feedback. Integrity: Leading by example, a good boss demonstrates honesty and strong ethical principles, which inspires the team to follow suit. Accountability: Holding themselves and others accountable for their actions and decisions is crucial for maintaining credibility and respect. Vision: A good boss has a clear vision for the team and the ability to align their employees’ goals with the company’s objectives. Adaptability: Being flexible and open to change helps a boss navigate challenges and lead the team through uncertainty. Delegation: Knowing how to delegate tasks effectively, trusting employees with responsibilities, and avoiding micromanagement are key to empowering a team. Listening Skills: A good boss listens actively to their employees' concerns, suggestions, and feedback, showing that their input is valued. #goodboss #Communication #Listening #Vision
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The list of negative consequences when hiring the wrong person can be made long, here are just a few points. 1. Decreased Productivity: If the person isn't a good fit for the job, they might struggle to do their work efficiently. This can slow down projects and lead to mistakes. 2. Negative Impact on Morale: Having someone who doesn't fit in well with the team can bring everyone's mood down. It can make people feel frustrated and unhappy at work. 3. Wasted Resources: Time is money. Hiring and training someone new costs time and money. If they're not the right fit, all that effort goes to waste. 4. Reputation Damage: If the wrong hire interacts with customers or clients, their performance could hurt the company's reputation. Each employee should be an extension of the company and its values. 5. Elevated Turnover: Hiring the wrong person often leads to increased turnover rates. Whether due to voluntary departures or necessary terminations, turnover disrupts continuity, increases recruitment costs, and disrupts the team spirit. 6. Missed Opportunities: Someone who's not the right fit might not be able to help the company grow or take advantage of new opportunities. 7. Strained Relationships: Hiring mistakes can cause tension and disagreements among managers and team members. It can damage trust and make it harder for people to work together smoothly. Overall, hiring the wrong person can cause a lot of headaches for everyone involved. That's why it's important to hire the right company to do it for you.. //ERTLER EXECUTIVE SEARCH GmbH #executivesearch #recruiting #people #management #global
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Principal, Strategy at Unispace | CRE Agile Leader | IIT. Roorkee | IIM. Calcutta | Innovating Workplace Design, Lean Management & Sustainable Strategies | Driving Operational Excellence & Future-Proofing WPS
𝗘𝘃𝗲𝗿 𝗳𝗲𝗹𝘁 𝘀𝘂𝗳𝗳𝗼𝗰𝗮𝘁𝗲𝗱 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝗱𝘂𝗲 𝘁𝗼 𝗮 𝗯𝗼𝘀𝘀 𝗵𝗼𝘃𝗲𝗿𝗶𝗻𝗴 𝗼𝘃𝗲𝗿 𝗲𝘃𝗲𝗿𝘆 𝘁𝗮𝘀𝗸 𝘆𝗼𝘂 𝗱𝗼? 70% of employees say they've considered quitting their jobs due to micromanagement! Have you ever felt stifled by a boss who oversees every little task? How did you handle it? Micromanagement not only hampers employee morale but also stifles creativity and productivity. It’s a symptom of a deeper trust issue within the workplace, signaling a need for better communication and relationship-building. Here are some strategies to deal with a micromanaging boss without resorting to resignation: 1. 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: Keeping detailed records of tasks, meetings, and communications can help you showcase your accountability. 2. 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗲: Frequent updates and detailed reports can alleviate your manager's concerns, reducing the temptation for constant oversight. 3. 𝗕𝘂𝗶𝗹𝗱 𝗧𝗿𝘂𝘀𝘁: Strengthening the professional bond with your manager by comprehending their priorities and demonstrating your competence can mitigate micromanagement. 4. 𝗔𝗻𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗲 𝗡𝗲𝗲𝗱𝘀: Proactively providing information and updates can prevent your manager from feeling the necessity to micromanage. 5. 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲 𝗮 𝗦𝗲𝘃𝗲𝗿𝗮𝗻𝗰𝗲: If the situation is unmanageable, negotiating a severance package might be a viable exit strategy #Micromanagement #EmployeeMorale #Productivity #TrustIssues #Communication #RelationshipBuilding #Accountability #ManagerConcerns #ProfessionalBond #Competence #InformationSharing #Negotiation 📥 save it for later 💬 comment with your thoughts ♻️ repost if this was helpful. 1. Scroll to the top. 2. Follow Swatasiddha Majumdar to never miss a post.
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Being a new manager or trying out new roles outside your comfort zone can be stressful. You sometimes have to juggle between trying to gain your new team's trust, pretending like you have all the answers to the questions of your direct reports, or managing the fear of not letting your manager down because she took a chance on you. On top of that, you must do all these with zero room for mistakes. Yes, I said it. Many managers and employees perceive mistakes as a sign of weakness, unpreparedness, or lack of competence. Many professionals have this perception and find it difficult to be themselves at work. I used to feel I needed to do the same. I needed to prove myself and seek validation until I could work with this remarkable professional and boss, Tara Yip-Bannicq Ward, who made me see things differently. She normalized conversations around mistakes and made asking for help look like a walk in the park. I loved being a "Ninja team" member because there was no finger-pointing when we encountered a problem; everyone was genuinely willing to express their ideas and happy for their teammate to win, and most importantly, we were confident our mistakes would not be weaponized against us. I would like to share these with you if you find yourself in these shoes or manage team members who are facing a similar situation; ---No one can get it all right, so stop stressing --It's okay to make a mistake; make sure you learn from it. --Mistakes are growth opportunities. Normalize failure conversations --Ask for help when you don't know how to do it. Please don't worry. No one expects you to know all. Let other people shine, too. -- A smart friend/old boss once said: "If you have been working on a problem for more than 5 minutes and can't find an answer, ask the next person in the room. If they don't have the answer, keep asking the next person until you get an answer". --Your team members are your knowledge pool; don't be shy about drinking from them occasionally. #managers #stressmanagement #recruitment #recruiters #hiring #Hiringnow #Hiringmanager # #humanresources #talentdevelopment #culture #humanresources #HR #leadership #talentaqusition #changemanagement #candidateexperience #employeeengagement #employeeexperience #humanresource #burnout #quitting #mentalhealthsupport #managers #staffdevelopment #stressmanagement #delegation #trainingdevelopment #traininganddevelopment #trainingmanager #humanresourcesmanagement #promotion #personaldevelopement #talentdevelopment #culture #humanresources #diversity #leadership #hrinfluencers2021 #workplace #dataanalytics #hrdata #diversityandinclusion #talentaqusition #diversityequityandinclusion #recruitments #bias #hiring #interviewskills #culture #culturetransformation #coaching #coachingmanagement #empathy #Liberia #Africa #humanitarian #leadershipdevelopment #difficultconversations #education #teaching
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Employer Brand Leader ✨ ex-Amazon, Nike, Booking.com 💚 I empower global brands to authentically attract and retain top talent through impactful marketing 👩🏼💻
😮 Is a horrible boss tanking your Employer Brand? Here are some signs: 1. *Micromanagement*: Micromanagers dictate every part of a task, instead of giving employees the space and freedom to perform. Often, they think that nitpicking or highlighting "issues" somehow makes them look better, when it does the opposite. 2. *Poor communication*: A bad boss has poor communication skills, especially when it comes to conflict management. Alternately, they may also love to hear themselves speak, however little value it provides. 3. *Playing favorites*: Horrible bosses may give jobs to people they like, avoiding legal or recommended job posting requirements, rather than those who are most qualified. 4. *Failure to give guidance or feedback*: A bad boss may not ask for or want feedback from employees, nor give effective feedback that is rooted in anything beyond perception. Even more, they forget to give positive feedback or praise, especially in rooms with leadership. 5. *Poor Planning*: Horrible bosses may provide inconsistent priorities or change their expectations without explanation, blaming the team for "failures" to complete on tasks that were never set clearly or changed. 6. *Constantly changing their mind*: A boss who constantly changes their mind can create false starts that drain team productivity and quality, leading to a negative impact on employee morale and company culture. A Gallup study showed that around 30% of employees quit their jobs if they don’t receive the appreciation they deserve or expect. Having or being a bad manager has countless negative consequences, one of which being the lasting impression it will leave in the endless stories people tell about "what it's like to work for" your company. 😱 "People don't quit jobs, they quit managers..." this age-old adage is true for a reason and I'm sure it's been true for many of you reading this now. Any storytimes you feel comfy sharing in the comments (or DM's)?! 🤠 I'm all ears 🤗 #employerbranding #employerbrand #recruiting #recruitmentmarketing #marketing #talentbrand #advocacy #employeeappreciation #badbosses #funny #linkedin #recruitment #article #employees #fortune500
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