Many work eight or more hours a day, and throughout the whole week under rude bosses. It’s very hard to feel good about a job when you face being tormented while working every day. I’ve seen some supervisor’s be passive to employees who avoid doing work, lollygagging, and put higher expectations on the employees who remain conscious of work needing to be done, so they do it, when the ones who avoid doing as much as they can and are capable, are paid more. Unfortunately, some management’s believe that supervisor is doing good work, so management is even more evasive to what’s going on and believe it to be ok. They see that alligator skin personality as tough enough to handle their staff and possibly as customer service to outsiders of the business that may be hard for employees to deal with, thinking they have to be tough to customers as well, wrong attitude for customer services, I’ve learned one needs to be more educated in contacts with irate customers, and that it may take professional skills in communicative relations to control such issues.
Some managements will hear the crude remarks, even hear the cockiness, they see the disposition of anger, and believe they’re paying that supervisor the right salary to do their job well. Why would a management think it takes that type? I believe this kind of management to be wrong and careless in their observation, and they are on top of it all. Even supervisors bring their personal problems to work, and they can vent on whoever they choose, with their mood swings in whatever situation, and they do. I’ve seen tough enough supervisors and manager’s, earn the respect of their subordinate departments with patience, as tough and protective-of- their-turf types. They give respect and earn it back, by making sure their departments are dwelt with respect, consideration, and courtesy. They’re informative and alert to any lack in their staff loosing attention to important matters, and they have the energy to supply the encouragement and skills that it takes to induce them back to better production. Being the whip on your staff is not the answer to an extraordinary work force, especially when a boss confronts the issue in front of everybody, embarrassingly, which is tactless, instead of doing it in privacy . Tough love operations of a business is something shared, cared, and supported to all that work for it, from top to bottom, I’ve seen that profession. I’ve never seen being hard on someone who didn’t get it right the first time make them feel more positive afterward, or even sure of themselves, especially while in fear of having to be reprimanded in that ugly way again. I’ve seen people who needed more training than others, need more self-practice, and a need to be reminded again of certain parts of their job, end up never making mistakes or very, very few, once they’ve got it. Face it everybody doesn’t catch on the same, some are slower than others, but once the slow ones have it, it is locked in, maybe even better than those who pick up on it so fast. Most of the time it’s how the boss deals with them that build their confidence or crushes it. The boss that stands by them knowing and believing with patience an employee will soon have it, injects better confidence to that employee, to me, that’s a good boss. Of course the trainer has to deal with all the confusion, the repeated questions, the mistakes, the corrections, trying to never underestimate their ability to have trained anyone to perfection. Good trainer.
A good boss is one who spares their employees the arrogance, and threats. This is the kind of boss that builds on confidence, will ease up on pressure that comes from outside of their department, that which is put on their staff because it’s too small and too much waste of time for them, so they pass it on with inaccurate analogies and evaluations to the wrong department, which sometimes happens from corporate or upper managements. This kind of boss also holds the professional skills that allows him or her to protect their turf, by standing up for their employees if the project is a useless collision to their department operations. When pressure hits, and there are demands that need to be accomplished on a strict and tight timely bases, their staff will never disappoint them, so their managers are protective of their professionalism, and what it takes to keep them at the top of their game. The supervisor or manager inserts confidence to their staff by letting them know how dependable they are, and needed, and assuring them the company is aware of their potential. This confidence is usually presented by the numbers, charts that show growth and development in the business of their department, also in comparison of previous establishments. These are presented in meetings and sometimes personal evaluations. The staff, or department of this kind of boss, loves and respects their tough enough boss and learns well how to keep their boss pleased, intending to never disappoint their supervisor or manager, which is their priority for personal growth and development within the company. These things I have witnessed in a workforce.