Most leaders would love to have a great relationship with their teams or subordinates but fail to develop this relationship because of some behaviors based on simple errors in judgment. Leaders with the following 4 behaviors are usually unaware of their detrimental impact on their teams. And so team productivity and morale plummet to the lowest of lows.
Have you caught yourself doing one of the following? Worse yet, do you find yourself renting space in any of these 4 behaviors/habits? If so, take some time to reflect on how they are affecting your influence, your team’s morale and productivity and take corrective action now.
Take some time to reflect on how those behaviors are affecting your influence, your team’s morale and productivity and take corrective action now.
1. Barking your commands
As leaders we should never treat the people working on our teams with any less respect than you demand from your own boss. When you bark commands, you’re telling the person I don’t respect you and I don’t care about you as a person. Just do what I ask you.
This behavior suggests that you rely on your position and title more than your relationship with your team to get things done (See which kind of leader are you?). This kind of behavior doesn’t motivate nor does it give the person a good feeling about the task(s). This leads to disinterest and subpar performance.
2. You go back on your words often
One of the least attractive traits of leaders is one who cannot be trusted. They are not reliable and their team cannot take them at their words.
I remember working for someone not too long ago and no one on the team trusted him. He has a good heart and wanted to do the right thing but because he always swayed on his decisions, the team never knew where he really stood on any issue.
This behavior creates confusion and frustration in your team. They can’t trust you and are not empowered to make decision in your absence.
When you bark commands, you’re telling the person I don’t respect you and I don’t care about you as a person.
3. Not acknowledging them and their contribution
Not acknowledging team members and their contribution is one of the surest ways to demotivate a team. They may not trust you or may not have a good feeling about their work when you keep barking orders at them, but not acknowledging them takes away their sense of purpose and contribution. And that’s the surest and fastest way to lose them. When team members don’t feel that their contributions are valued, they will start looking for other places to pour their efforts. Even when you’re paying them a ridiculous amount of money, it’s only a matter of time before they leave you to work for someone else – sometimes for less than they were making with you.
“People quit people, not companies.” ~John Maxwell
4. Rules are enforced on some and not on others
I often hear leaders say they treat everyone the same when in fact, if you were to ask their people, you’d hear a different story. You’d hear stories of rules applying to someone that doesn’t apply to another.
If they don’t feel that their contribution is valued, they will start looking for other places to pour their efforts.
Now, I’m not advocating that everyone is the same. There is a need for a system that rewards everyone based on his or her contribution. However, when it comes to the rules of engagement for the team, everyone should understand before hand what the consequences are for breaking them. And when they are violated, as a leader, you cannot just act as if nothing happened. You’re inviting others to do the same. And soon enough, you’ll have a situation that you won’t be able to handle.
If you’re a leader who’s renting space in one or more of those 4 behaviors, then your team’s productivity and morale is at a low point right now. You may not think of it but believe me, your team is stuck and their efforts are not being optimized.
If you need help achieving more through your team and increasing productivity and morale, contact me at Michael(at)leadingwithintent.com for a discovery session on how we can work together to optimize your team’s efforts.