“The boss gives work instructions to his subordinates, and the subordinates proceed the work based on the instructions from the boss.”
Generally, I think that people who work at a company work like above, but subordinates who work at the front line directly influence customers and the sales of companies based on the instructions of their boss, so after all, I think the role of the boss is important.
In many cases, I think the behavior of the boss is indirectly related to the business performance of the company.
For example, if the boss’s instructions are wrong, no matter how best the subordinates perform, the work will eventually fail because the work is off the target.
Also, if the subordinate’s work is not managed, unknowingly, the subordinate will have a lot of work, and in the worst case, the subordinate may be depression.
For these reasons, the role and behavior of the boss in the company are very important.
But, when I look at the news and the Internet, I often see reports of power harassment from the boss to his subordinates, and it seems that the boss often shift blame onto his subordinates.
It seems that the second most common reason for Americans to change jobs is “insufficient management ability of the boss.”
In Japan as well, there are many reasons of job changes like “I didn’t like the way my boss worked”
In this way, if the boss doesn’t behave properly, not only does the company’s business performance decline, but people also quit.
After all, the role of the boss is very important.
So what does the “role” of the boss mean?
How should the boss behave?
I think that the most important goal of work to be achieved regardless of boss or subordinates is to achieve the goals assigned to the team and individuals, but in order to achieve that goal, the boss has to manage the team smoothly.
If the team doesn’t work smoothly, inefficient and less productive, it will be difficult to achieve the goals assigned to the team.
Keeping the team running smoothly is an important role for the boss, and the boss should look at the entire work from a step back, the boss does what the boss should do, and let the subordinate does what the subordinate should do.
Therefore, I would like to talk about attitude of the boss and how the boss should behave specifically for his subordinates.
Have a consciousness that raises subordinates.
I think it is better for the boss to be aware of raising his subordinates.
As the subordinates raise, the underlying strength of the company also rises, and I think that the growth of a subordinate is very meaningful for the life of the subordinate himself.
Management resources are generally called “people, things, money, information“, but people handle things, people handle money, and people handle information. Since all of these are handled by people, the people who handle them eventually become the most important resource.
The company is made up of people, if there are excellent people a lot, the company will be stronger, and it is possible for more growth than before.
Therefore, I think it is important that raising subordinates.
As long as the company is made up of “people,” it makes sense that raising “people” will increase the underlying strength of the company, which in turn will lead to improving performance!
Therefore, I think it is better for the boss to have a long-term perspective and also have the perspective of “raising subordinates” in your daily work.
And I think that the boss who can raise his subordinates will be highly evaluated as a boss.
Pay attention to the motivation of subordinates
Motivation has a great influence on the behavior of people.
Obviously, high motivation has a positive effect on daily performance, and low motivation has a bad effect on daily performance.
The fact that motivation is related to performance means that the boss should be concerned about the motivation of his subordinates to some extent.
I think it is important to know the complaints and worries of subordinates by listening to the voice of subordinates regularly.
Also, if you have a boss who cares about his subordinates, I think some subordinates will be more motivated and think “let’s do our best for this boss!”
Also, depending on the situation, I think praising is an effective way to control the motivation of subordinates.
Moreover, we can easily praise at no cost.
When a person is praised, the person will gain more confidence and will gradually be able to work well by trying to repeat the action that praised by his boss.
I’m sure no one is not happy to be praised!
Also, if there is a work that the subordinates can work on with interest and enthusiasm, I think that leaving it up will also lead to high motivation.
People are highly motivated for what they want to do, and if the subordinates are less motivated, it may be effective to find out what the subordinates are interested in.
“Clearly” give work instructions to subordinates
The boss must give clear instructions to his subordinates.
If the subordinates do work based on the unclear instructions of the boss, the work will proceed with misunderstanding, and it will be irretrievable.
And eventually, the boss must take responsibility for the irretrievable trouble.
I don’t think this is at all productive.
Therefore, you need to give clear instructions so that you will not take unnecessary responsibility later.
When I looked at online questionnaires, I found many complaints that “the boss’s instructions are ambiguous”.
When I search with the keyword “boss instruction”, the following prediction keyword came up:
“boss vague instructions”
“boss instructions bad”
“boss instructions terrible”
And so on
…It’s pretty spicy
Evaluate the work of subordinates
The boss must evaluate the work of the subordinates, reflect the work of the subordinates in their salaries, and improve the work of the subordinates.
At the time of personnel appraisal, the boss has to do fair evaluation so that subordinates can receive appropriate feedback on improvements.
The boss explicitly has to say that good points are good, and bad points are bad.
I think that feedback is an absolutely essential element in raising subordinates.
If you don’t know what’s wrong with you, you can’t improve.
Therefore, it is necessary to tell the improvement point from a third party.
By doing so, the subordinates will be aware of their lacking parts and will grow naturally.
Certainly, if I don’t notice the problem, I will not be able to change myself.
Don’t blame your subordinates for mistakes
I think we shouldn’t blame the subordinates’ mistakes sternly.
Of course, I don’t deny the necessity of sternly punishing a person who violates company rules or do malicious action.
However, I don’t think it is necessary to blame his subordinates unless he has made a mistake intentionally.
because the subordinate’s mental condition will become worse when the boss sternly blames his subordinates.
Is it necessary to disturb the subordinate’s mental condition?
Is it really necessary?
I think that it is enough to logically analyze the causes of mistakes and countermeasures against the mistakes that have occurred.
If you rebuke the subordinate’s lack of ability, the subordinate will lose more and more confidence.
And I think it’s very inefficient to work by subordinates who lost performance to work.
I don’t really feel the merit of disturbing the mentality of the subordinates and lowering their performance.
Depending on the person, the person’s heart will soon break, so I don’t know the merit of the action.
I think it is not necessary to do anything that comes to mind only the demerit.
In addition, by rebuking the mistake severely, it will be difficult for subordinates to reveal the mistake.
And that can eventually lead to serious damage to the company.
When a bad situation occurs, we have to report quickly and recover, but when the subordinate thinks “If my boss knows this mistake, he will get very angry”, the subordinate will not show the mistakes easily, and eventually the recovery of the mistake delays and the mistake will likely result in significant damage to the company.
It’s natural that subordinates can’t do the same as their bosses, so let’s gently teach them from a step back perspective and a long-term perspective.
When I got angry, I was very depressed, and when I worked in that depressed state, I made more unexpected mistakes, and then I was very depressed…
I used to repeat that.
So far we have seen the role of the boss.
I think that the role of the boss is various in detail, but it is very important to take a step back and look at his subordinates.
a person who works on the front lines is the subordinates.
If the boss always interferes with the people on the front lines, the work will not proceed as expected, and it will be rather inefficient.
Therefore, it is important to leave the actual work to the subordinates, and the boss should take a step back and look at the work of the subordinates and support them if necessary.
I think the boss needs to be a lubricant oil for his subordinates and his team.
The division of roles is important for work. You don’t have to do everything from one to ten yourself and I think we can’t do everything.
The boss has the role of the boss, and the subordinates have the role of subordinates.
And by focusing on their respective roles, the efficiency and productivity of the team can be raised as a result.
I hope this article will be helpful for bosses who are worried about management.
Thank you for reading!