Businesses are more productive when everybody is content. This definitely includes employees. There are things bosses do, though, that can aggravate their employees and cause tension in the workplace.
Here are some of the top 5 things bosses do that are aggravating:
1. Micromanaging
One of the best skills a boss can have is the ability to delegate tasks – and then leave them alone. Sometimes, though, a boss will second-guess themselves and/or the employees to whom they delegated specific tasks. They’re not only aggravating them, but they are wasting their own time. Instead, they should take the time to get to know their employees and feel confident in them! Employees will not only appreciate it, but the boss will feel less anxious as well!
2. Holding “Mandatory” Social Events
Although social events are nice and are a great way to get to know each other, there is nothing more aggravating than a “mandatory” social event. Those with families will often have plans for family time, and social events that are “mandatory” will result in aggravation and won’t result in a nice social event as planned.
3. Complacency
Bosses who are complacent can irritate the hard-working employees. Sometimes a boss will know an employee is under-performing but refuses to address it to avoid conflict. They will become complacent with the way things are even though they know it really could be better. Meanwhile, top performing employees get aggravated because they are working hard in an unproductive environment where their boss won’t address problems that need to be addressed for a more productive environment.
4. Ambiguity
Some bosses take a more ambiguous approach to addressing problems. Some may be passive aggressive in their approach, which can be really aggravating because most people would just like their boss to be straightforward. Some bosses use the hinting approach, which is just as aggravating. Using either approach can also leave both employee and boss frustrated!
5. Bothering Employees Who Aren’t at Work
Nothing is more aggravating than a phone call when an employee is on vacation or even on break. Is it really necessary? Sure, some matters may be pressing, but things can always be planned in advance. If an employee is on vacation and took all the steps necessary to take the vacation – requesting the time off, getting things in order before leaving, etc. then they deserve the right to enjoy their full vacation!
What about breaks? They most likely aren’t that long and surely whatever the matter is can wait until the break is over!