4 Tips To Be A Better Boss

Q&A with Michelle McCullough

 

 

I had the opportunity to go on KSL Brower 5.0  this week and discuss 4 tips to be a better boss.

A study done by Gallop showed that 75% of people have left a job because of a boss and not because of the job itself or even their paycheck.  Below is a Q&A with Michelle about how to be a better boss.

Question: Can we really narrow it down to only four things? What would you say is number one?

Michelle: It will be tough, I conducted a little survey of my own on social media yesterday, but there were three main categories of boss pet peeves. First, train people well, then trust them to get the job done. There can be course correction along the way, but micromanagement was at the top of the list of boss pet peeves. Allow people some freedom to complete tasks and projects in their own way. At my peak I managed a team of 50 in 4 different departments. I didn’t have TIME to micromanage, but I had many managers who did. Focus on what needs to be done, not HOW.

Question: Management has changed over the years, how can a boss earn loyalty from an employee?

Michelle: It’s true, management has changed over the years. Even 20 years ago when I was studying business management in college we read articles and textbooks about managing people like a director and a cast of actors, but over the last 15 years there’s been a shift to leadership, making sure that you were someone worth following. In this day and age leadership isn’t enough. Collaboration is the wave of the future, so collaborate don’t dictate. Involve your team as MUCH as possible. Help them idea generate solutions problems and challenges. LISTEN and then listen some more. Explore ways that you can lead the individual and not the team as a whole and you’ll find loyalty from your people.

Question: There seems to be a focus now on building culture to help people stay in an organization, how much of that does the boss need to champion.

Michelle: Culture is a HUGE corporate conversation today. But one thing employees crave the most is just honoring time and roles. Flexible time off is highly valued, not just from the millennial generation, but from everyone. If you offer time off, don’t discourage people from using it. ENCOURAGE and honor that time people spend away. Studies show people come back more committed, and they want to be championed in their other roles. Part of this conversation that is HUGE though is not texting, calling or emailing excessively while people are gone. Let them be truly “away” so it looks like you care about them. This is also importantly simply for after hours time. Allow parents time with their kids. Allow kids time with aging parents.

Question: Final question, it seems like employees are looking for more than a paycheck, what can a boss do when there is no more money to “keep” an employee.

Michelle: Many responders in my unofficial survey said appreciation was just as important to them if not more than the money they make. Public appreciation in front of peers and colleagues is especially appreciated. But take it up a notch…figure out how each employee loves to be appreciated. You’ll find that not only do they enjoy the praise, but they’ll work harder for you. Praise works above and below their paygrade. Make sure they get credit for the work they do!

Please note: I reserve the right to delete comments that are offensive or off-topic.

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