Workplace Horror: Have You Said These 5 Deadly Phrases to Employees?

workplace horror

Mean bosses tend to make great material for movies and TV — looking at you, Horrible Bosses.  But it’s the caring boss that tends to move mountains. Actually, it pays to be a nice boss. Sure you’ve heard people value working with thoughtful coworkers. However it’s not a platitude. In fact, 60 percent of employees said they would take a “lower salary from an empathetic employer”. Feeling appreciated in the workplace trumps earning a higher wage! If you’re looking to remain in the green, be sure to never use these deadly phrases to employees. 

 

1. “I’m the boss, so just do it!”

Beyond plain rudeness, this lays on the brink of abusing leadership. A company needs competent employees. Some team members may have questions about a task. Other employees may offer suggestions in improving a project. It’s best to listen. If parties cannot reach a decision, pulling the “boss card” is only allowed when you politely explain your judgement and ownership of whatever outcomes may occur.

2. “I’ll find someone else to do it!”

Alert the Extortion Police. This kind of behavior is childish and aggressive. Threatening an employee’s future is the least ineffective way to accomplish goals. Enacting fear for short-term results works, but it’s an ineffective solution for long-term success. Causing unneeded stress about job security means less productivity and more absences. If an employee is hesitant to take on a task, inquire as to why they are unwilling. If an employee is being obstinate on duties that fall within their job description, it’s best to bring in a mediator, like an HR manager.

3. “It’s always you with a problem with…”

If your goal is to offer an inclusive workplace, this one-liner is sure to de-rail that ambition. When employees voice their questions or concerns, it’s best to take them seriously and honestly. Yes, any manager knows that there are members that may cause a bit more frustration than others.  A true professional knows to remain patient and offer clarification. Embarrassing employees alienates them.

4. “I’m busy. I really don’t have time for you”

It’s normal to be in a time crunch from time to time. However, it’s not acceptable to make an employee feel undervalued. It’s any our company’s best interest to make employees feel included, as disengaged employees cost companies an average of $450 to $550 billion in decreased productivity.Simply tell them you’re in a jam at the moment, but want to make the time for an appointment. Be sure to keep your word and hold the sit down.

5. “I’ll give you a performance review as we go along. When you’re doing something wrong, I’ll tell you right then”.

It would be an incorrect assumption to think people can improve without knowing specifically what they need to better. Make the time to sit down with team members. Make it an annual process, scheduled every quarter. Give employees key metrics to fulfill at your meeting; by the next, you’ll both have a starting point to begin discussing improvements or suggestions. Creating  development plan is a talent retention strategy. With higher workplace engagement and communication, a study by Gallup has shown productivity increases by 21 percent.

If you’re concerned enough to read this (great work, boss!), then chances are you’re concerned about nailing down managing team absences effectively. We’re obsessed too. Companies like MyTheresa and Check24 trust us to get their management programs right.