Behaviors Managers Should Avoid

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Three Specific Behaviors Managers Should Avoid | Written by Senior Recruiter, Ginny Morgan with Trinity Employment Specialists, a Tulsa staffing company

Every employee has an idea of what type of boss they like to report to at work. Some people like a boss that is hands on, one that will get in the “trenches” and work with the employees and shows they are able to do the job. Others prefer a boss that is more removed, that lets the employees do their specific tasks and only steps in when needed. While still others need a boss that likes everything by the book and needs reports and tables to show what work has been done daily. No matter what type of boss an employee prefers, there are certain situations every boss should avoid.

For instance, drinking with employees is generally not a good idea for a manager.  I know a manager that has been in management for over 30 years, but will regularly go out with his department employees and other employees from the organization. If he just went to socialize it would not be taboo, but unfortunately he decides to drink heavily. This is bad not only because his direct reports see him in this state, but he could say something that may be inappropriate for a supervisor. He could also hear something from the employees that maybe they did not intend for him to overhear.

I feel this is a well-known forbidden topic, but it cannot hurt to mention it again. Workplace gossip is subject that should always remain off-limits for a manager. It is highly unfitting for a supervisor to talk about an employee with other employees. In his 2012 blog article ‘Six Ways to Address Gossip in the Workplace’, Chris Sharp states office gossip is most commonly derived from job satisfaction, stress and relationships the work place. Sharp says, “Rumors can create an environment of mistrust, hostility, low motivation, and low productivity”. Employees and managers alike participate in workplace chatter to gain a sense of control, but unfortunately it often shows those involved to be mean and anti-social.

Work place harassment of any kind is not okay in any situation. Whether it is the more talked about kind like sexual harassment or the less discussed issue of bullying it is wrong office behavior. A recent on-line article entitled simply ‘Workplace Bullying’ says not only is harassment wrong but many managers fail to see the long-term tangible and intangible costs associated with this behavior. Employee replacement and training costs, the cost of work time employees and supervisors spend dealing with the issue and often court and investigation fees associated with the allegations. Not to mention the toll it can take on employee morale or the reputation of the company.

Managers should know how to act and be aware of the company expectations. Meanwhile, companies should voice clear policies and procedures as well as consequences.  The tone must be set from the top. Employees must also be clear in communicating to managers their expectation especially when they feel the supervisor maybe acting in an inappropriate manner. Ultimately, it is up the manager to set a good example and to act becoming to the position they hold. A great manager can make or break an employee’s work experience. Strive to make it a great one!