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10 Things Highly Likeable Bosses Do Differently

10 Things Highly Likeable Bosses Do Differently

Did you know that highly likable bosses are still a rare commodity? If you would like to be in that category, look at these sobering statistics for a moment.

According to one survey carried out by Accenture, 31% of workers leave because they do not like their boss. In the Gulf states, that number rises to 44%. That is almost half! Looks like an uphill task. Read on to discover what highly likable bosses do differently.

1. They cut meetings to a minimum.

Workers hate meetings and resent the amount of time spent on them. Intelligent managers know this and are aware that a whopping 37% of employee time is spent on meetings.  They prune meetings to a bare minimum and ensure that there is a time limit on them. Bosses chair the meetings to make sure this happens and adhere strictly to the agenda.

2. They are accessible.

Some bosses build a cordon round themselves. They have minions who slavishly keep people out. The message is that the bosses are busy and staff naturally feel that they cannot easily approach them with a problem.  It is a well established fact that employees work much better for a boss they like and respect.

Popular bosses welcome suggestions from staff and always have an open door policy, which they actually put into practice. They understand that the key to any successful business is a happy, motivated staff who are consulted and appreciated.

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“A leader is best when people barely know he exists, not so good when people obey and acclaim him, worse when they despise him. But of a good leader who talks little when his work is done, his aim fulfilled, they will say: We did it ourselves.” —Lao-Tzu

3. They are 100% reliable.

Reliability is a two-way process. It permeates a successful company. But the highly likeable bosses know that they have to deliver on the following:

  • decisions are followed through
  • tasks are completed on time
  • they are prepared and on the ball
  • they are punctual
  • they lead their teams with a mix of persuasion and firmness

“You do not lead by hitting people over the head—that’s assault, not leadership.” —Dwight Eisenhower

4. They delegate successfully.

The key to successful delegation is that bosses know what to let go, so that they can concentrate on top priorities. They also know that they can delegate the task to employees and show them that this is developing their skills and training. Employees see a delegated task as an opportunity for empowerment and a great chance to acquire new skills. They also realize how their work fits into the bigger picture. Highly likeable bosses can do this very skilfully.

“Delegating work works, provided the one delegating works, too.” —Robert Half

5. They are flexible.

Interesting research shows that where employees have flexible bosses, they suffer fewer health problems. It has a positive effect in less absenteeism too.

Employees need more flexibility when it comes to caring for sick children or parents. They should also be given the possibility of choosing their work schedule if it does not interfere with offering customer service or productivity.

6. They are optimistic and positive.

Successful managers exude confidence and optimism. They may do that instinctively but there are sound reasons for doing so. They know that optimism is infectious and can motivate employees to be more enthusiastic and focused. Keeping these thoughts to the forefront can produce better results and happier staff.

The research by Dr. Martin Seligman is very interesting in this regard. He says that everybody must make a real effort to look at the positive aspects and opportunities rather than moaning about all the obstacles. The managers who can inspire their staff to do just that will become successful and highly likeable.

“Positive thinking will let you do everything better than negative thinking will.” —Zig Ziglar

 7. They are friendly.

Highly likeable bosses take an interest in their staff. They are great at remembering important events in people’s lives and can celebrate with them.

They also know that negative forces such as dislike, resentment and bitterness can lead to poor performance and can be extremely contagious. This is why these wise bosses do everything they can to be friendly and create goodwill without giving up on objectives and deadlines.

“The boss depends on authority, the leader depends on goodwill.” —Anon

8. They are compassionate.

Many bosses try to be tough and want to show that they are still in control. If a person is always late, they will sack them on the spot.

But popular and compassionate bosses take a much more intelligent and humane approach. They first explain that unpunctuality is having a knock on negative effect on productivity, staff morale and relationships. They then ask the employee to implement changes and give them a deadline to improve. This creates less resentment and is a much better way of dealing with a difficult issue.

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9. They show appreciation and thanks.

When work is done well, intelligent bosses know that a short congratulatory email is the right way to express their appreciation. This encourages employees to do even better. It can also be used in their assessment and is a powerful motivational tool.

Showing gratitude pays handsome dividends. One survey by Glassdoor showed that 80% want to work harder when they are thanked for their achievements. That figure fell to 40% when the bosses were unpopular, demanding, and ungrateful.

10. They are charismatic.

It is difficult to define what charisma is, yet we know it when we see it. Highly likeable bosses are charismatic. They are self-confident, open and friendly. You can feel their presence in a room immediately. Their body language is as confident as they are. They have a real gift in listening to you and making you feel important. They are empathetic to a very high degree.

Now, if you are a highly likeable boss and meet all the above criteria, congratulations! If not, at least you now know what you need to work on.

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Featured photo credit: Annual Volunteer Appreciation Ceremony / USAG – Humphreys via Photo Pin

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Robert Locke

Author of Ziger the Tiger Stories, a health enthusiast specializing in relationships, life improvement and mental health.

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Last Updated on October 14, 2020

Delegation of Authority: The Complete Guide for Effective Leaders

Delegation of Authority: The Complete Guide for Effective Leaders

Do you absolutely hate failing? You’re in luck because, today, you’ll learn the art of how to tackle failure in your work life. The magic trick is called delegation of authority.

Failure is often a result of excess burden. When you take on more than you can handle, you are unable to perform well, even if you have the expertise to do it perfectly. It’s demotivating, a waste of time, and extremely annoying.

Let’s take a deep look into the delegation of authority to figure out how to make the most of it.

What Does It Mean to Delegate Authority?

Delegating authority is neither magic nor rocket science. It is exactly what it means: division of workload and distribution of power.

Now, this is where most superiors get worried. They misunderstand the idea and believe that distribution will take away their authority.

However, the division and distribution of authority are like giving the entire team autonomy over their own job, but their control is limited to just that.

The superior still has supremacy over all the employees.

Authority delegation minimizes the workload of the superior. This work is broken down into smaller tasks and spread out into a team so that every member works simultaneously to finish the project in a shorter time.

3 Elements of Delegating Authority

The delegation of authority has three elements:

1. Assigning Responsibility

This is the first step in the process. A person who is in charge, such as a manager or a team leader, assigns other team members certain tasks that have to be completed in a given period. Of course, this is only possible if the superior has more control and authority in the work environment than the subordinates.

2. Granting Authority

The next step is to give the subordinates enough authority and responsibility for them to complete the task and act independently.

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So, let’s say you are a supervisor who allocated one person in your team to do a certain task. This assignment will be useless to you if the subordinate has to come to you every step of the way to get permission and signatures required to fulfill the allocated job.

Unless you’re giving authority, you aren’t delegating. Instead, you’re only assigning a task, and that won’t bring you any benefits.

Also, granting authority puts the subordinate in charge. This person is now responsible for doing what they’re assigned, however they like. It’s up to them how they tackle obstacles. All that you as the supervisor should be concerned about are the final results.

3. Maintaining Accountability

There’s always a risk that some team members may not act responsibly, especially when they have been given authority over the assigned task. This is why you have to make every employee or team member accountable through some rules and regulations.

The superior must always have the right to ask the responsible person about their task[1]. Creating an accountability culture in a company is important, and accountability goes upwards in the hierarchy of a work environment. Never offer any leniency in this regard if you want to ensure quality outputs.

This step of giving and receiving feedback helps improve the future work ethic immensely.[2]

Effective delegation of authority

    Why Is It Important to Delegate Authority?

    Many times, superiors take on all the duties because they have a hard time trusting someone else to do the job as well as they would do themselves.

    That’s a valid concern, and it may keep you from getting the most out of authority delegation.

    But, with this risk comes a long list of benefits. It is actually important to delegate authority for the betterment of your organization and team.

    Superiors Can Perform Better

    The most important benefit of delegating authority is that the manager divides authority and gets the time to do their actual job.

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    As a supervisor, your first duty is to maintain the flow of your team. With your workload minimized and more time at hand, you can pay attention to the minor details.

    It gives supervisors the time to look at the more important stuff. Simultaneously, they get a chance to test which team members are most efficient. In case of any problem, the delegator has enough room in their schedule to sit down to figure out a solution.

    All in all, it leads to a more efficient performance from the supervisor’s side.

    Subordinates Learn With the Flow

    With a degree of authority in their hands, the subordinates begin to feel useful and important. This feeling is the most important route to improvement.

    As your subordinates work independently, they not only improve their existing skills, but they also perform better. Since they are ones in control, they are the only ones accountable for everything they put on the table. This sense of responsibility provides the mandatory boost of motivation[3].

    Moreover, with the delegation of authority, the superiors and subordinates work on the same level to a certain extent. This allows the team members to learn from their supervisors while also polishing their knowledge practically.

    Leads to Better Relationships

    If you’re in charge of any team, work as a manager, or own an organization that you run, you already know why employee-employer relationships are vital.

    The same applies to every workgroup.

    So, even if you’re just one small group of 5 people in a multinational organization, the rules are coherent.

    By letting go of some responsibilities and giving individuals a chance to grow, you’re spreading positive work vibes. It all works in a cycle where you give the team some authority, they feel important and outperform, your trust in them strengthens, and you continue to delegate authority moving forward.

    5 Tips to Delegate Authority Effectively

    There is a whole mechanism that supports the delegation of authority.

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    If done right, this concept has numerous advantages. However, the key is that it’s done right.

    1. Choose the Best Person

    It’s not easy to trust another person to do something that you would have preferred to do yourself. That is why it is crucial that you only delegate a task to someone that you have full faith in.

    The easiest way to do this is to pre-asses every team member’s skills and qualities. In your mind, have a clear idea of who does what best. So, if there is one particular individual who excels at technology, you will know where to go every time there’s a job related to that skill.

    Once you’re satisfied with who is in control, more than half of the issue is resolved and things will most likely go smoothly.

    2. Offer Enough Autonomy

    One huge mistake you may make is to break down tasks too much.

    Let’s say your team of 10 people has to arrange an office party for 100 people. You have to manage the location, decorations, food, and furniture.

    You can either assign 4 individuals each of the 4 main jobs, or you can divide each component further into small tasks.

    In the case of the latter, tasks will overlap, things will get confusing, and none of your team members will have full control over their assigned task.

    This generally leads to a final result that is extremely non-coherent.

    3. Clear Communication

    A major aspect of delegation is the availability of clear instructions. From details of the task to deadlines, the person who has to fulfill the job should be clear on every single detail.

    Unless they know what’s expected from them, they will never be able to satisfy the delegator.

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    You can learn more about effective communication in this article.

    4. Avoid Unnecessary Pressure

    Yes, diamonds only form after the charcoal is put under immense pressure. But, honestly, you don’t need to implement that strategy in your work environment when implementing delegation of authority.

    Offer plenty of time and flexibility for each individual to be able to offer their best performance.

    Some people may work better under pressure. In that case, let the individual make that decision for themselves.

    5. Offer a Helping Hand

    Just because you’ve given someone else the task and power does not mean you have to back off completely.

    In fact, you should try to be a part of the process, but only from outside a defined boundary. This is something you’ll have to figure out practically as per the needs of your work environment. However, it will ultimately lead to you being a more respected leader:

    The important point is that if someone is facing an issue with the delegated task, do not refuse to help. Offer advice and support readily so that your team can learn from you. It will end up benefiting your organization.

    Final Thoughts

    Conclusively, it is safe to say that the delegation of authority is a very helpful technique to adopt in workplaces. It allows for a positive working environment as well as fruitful results.

    It’s something that all leaders should implement to achieve a time-efficient and productive workspace!

    More on the Importance of Delegation

    Featured photo credit: Dylan Gillis via unsplash.com

    Reference

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