With Halloween upon us, let’s talk about one of the spookiest challenges faced by employees: the Bad Boss. Are Jekylls and Hydes poisoning your organization’s culture?
A new study, conducted by job board Monster, finds that 3-in-4 workers now have or recently had a toxic boss. Respondents described bad or “toxic” bosses as being power-hungry, micro-managers, incompetent and “just never around.”
Experts say that managerial performance can maximize employee engagement and business growth but is often overlooked. Good bosses should serve as coaches and mentors, says HRDIVE.
“And to attract and retain staffers, managers must be capable of having regular career conversations,” they add. “The responsibility has never been greater for those who oversee employees.”
The truth is, most people are promoted to managerial positions without much training on people management skills.
A survey of 500 managers conducted by West Monroe finds that many managers – especially those with a small number of direct reports – say they’ve had zero managerial training. If they do receive training, it’s once they are already on the job, not before they start their new management role.
“With these findings in mind, executives can better understand the importance of quality training for their managers – especially if they want them to better contribute to the organization’s bottom line and help insulate the business from economic volatility,” West Monroe advises.
Monster Busting
So, how do you ensure your company has strong managers and values that include more treats than tricks?
Companies and HR teams need to look beyond the standard attractions and retention benefits such as pay, vacation time and work-life balance.
Workers now seek “relationships and respect,” cultures that allow them to reach their “fullest career potential” and corporate cultures free from negative office politics, finds Randstad US.
In its study of more than 700 employees, 86 percent said “they would not apply for or continue to work for a company that has a bad reputation with former employees or the general public.” Most also go to news and social media sites to check on an organization’s reputation.
“Today’s workers have high expectations — and the tight talent market suggests employers should be listening closely,” said Jim Link, CHRO of Randstad North America. “While salary and PTO will always be factors in attraction, engagement and retention, the intangible benefits and day-to-day experiences at work have risen in importance.”
Today’s workers are placing greater emphasis on boss and peer relationships, emotional support and other lifestyle factors. If your company is seen as a haunted house, employees will go elsewhere.
Enhance Your People Skills
HRCI is addressing these challenges by introducing a new suite of micro-credentials to help HR and non-HR professionals develop vital people management skills.
Called HRCI upSkill™, each micro-credential and micro-learning module is delivered 100 percent online and focuses on specific tactics to help you reduce people management risks and optimize talent to drive business success.