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Dream Boss Guide

To be an effective boss, one should act consistently, answer employees' 'why' questions, and make personal connections with them. Recognizing and praising employee progress is crucial for motivation, while ongoing performance discussions prevent surprises during appraisals. Developing leadership skills through education and coaching is essential for becoming a great leader.

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18 views1 page

Dream Boss Guide

To be an effective boss, one should act consistently, answer employees' 'why' questions, and make personal connections with them. Recognizing and praising employee progress is crucial for motivation, while ongoing performance discussions prevent surprises during appraisals. Developing leadership skills through education and coaching is essential for becoming a great leader.

Uploaded by

jennipher
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd

To be a dream boss, here are five qualities to possess

What makes a boss "good"? Pose this question to more than one person, and you are bound to get
different responses. Despite this, there are a number of skills, strategies and attitudes that are common to
all good bosses.

ACT CONSISTENTLY

Employees expect managers to treat everyone fairly. Don't confuse treating everyone fairly with treating
everyone in the same way. It actually means acting consistently and applying flexibility with everyone.
For example, if you bend the rules for one employees due to a special situation, you must act consistently
when a similar situation occurs with a different employee. This creates a perception of fairness.

ANSWER THE "WHY" QUESTIONS

When employees do not know what to do or why they should do something, the manager is at fault. Your
job is to help employees understand the big picture and how their jobs fit into the larger goals of the
organisation. Show them why their tasks are important. Employees want to know their actions make a
difference. Do your employees understand why it is important to do their jobs correctly?

MAKE A CONNECTION

Managing people is about connecting with them. Managers must engage their employees' hearts to get
them to commit and contribute their best. That means showing concern for them, listening to their ideas
and opinions, involving them in problem-solving and letting them know they are important. Without
manpower, even the best-laid plans are ineffective.

PRAISE PROGRESS

Praise is the most effective form of feedback and a powerful motivator. Employees want to be recognised
when they do something well. Give due recognition where it is due; do not just point out their poor
perfromance. Make a habit of acknowledge what employees do right - recognise positive performance,
hard work and improvement. Reinforced behaviour becomes repeated behaviour.

LEAVE NO ROOM FOR SURPRISES

For many managers, performance discussions take place once a year. This is a big mistake. Why?
Because successful appraisals involve on-going dialogue.

Start with clear goals and expectation, provide constructive feedback along the way and end with a two-
way conversation. Keep your feedback consistent with what you have said all year. When the
performance appraisal contradicts previous feedback, employees will be surprised. They will also resist
accountability, argue over your feedback and resent the review process.

Great leaders are made, not born. To develop your leadership potential, attend management classes and
seminars, read books on effective leadership and hire a coach to help you push your limits.

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