(PRWEB) June 28, 2005
The online survey (at http://www.KeepEm.com) is based on two best selling books by Beverly Kaye and Sharon Jordan-Evans,Love 'Em or Lose 'Em: Getting Good People to Stay and Love It Don't Leave It: 26 Ways to Get What You Want at Work, both published by Berrett-Koehler (2005, 2003).
ÂThe most frequently cited reason for quitting a job is a bad boss,Â the authors say. ÂWith a serious labor shortage looming over the next few years, no organization can afford to have bad bosses if it wants to keep its best people.Â
Survey respondents, regardless of age, gender, occupation, or location, consistently selected the same bad boss characteristics with a few interesting variations:
- Whereas males cited micromanaging more often than females, females were more intolerant of Âhumiliates and embarrassesÂ than males.
- Generation X respondents, regardless of gender, also focused on micromanaging more than other generations, ranking it as their #3 hot button.
- Â LyingÂ was ranked as the top bad boss behavior by members of the Baby Boomer and Silent generations (ages 39-70), as well as international respondents and those residing in the Southwestern United States.
- Respondents from the Southeastern United States were the only geographic region that selected Âuses fear as a motivatorÂ as one of the top five characteristics of a bad boss.
Is there a solution for employers of bad bosses, short of firing them? Can bad bosses change?
The authors think so. ÂJust as you can learn new leadership skills at any age, you can stop behaviors that make you a bad boss and then hopefully replace them with more effective behaviors,Â they say. Their suggestions to bad bosses include:
Get honest feedback from others. There are situations where a boss displays behavior simply because he or she doesnÂt realize it is perceived as bad behavior. Ask which specific behaviors they believe stand to be eliminated or improved.
- Make sure you see the reasons for change. WhatÂs the payoff for others? For you? When youÂre clear about the payoff, youÂre more likely to get serious.
- Commit to change and begin by working on one important behavior. When youÂve succeeded at that change, try another.
- Seek out coaches, counselors and self-improvement workshops and seminars. You donÂt have to go it alone.
- Exercise. Eat well. Sleep more. Breathe.
- Ask others to monitor your progress and give you feedback as you try to change.
ÂIn todayÂs competitive environment, it is critical that organizations keep their stars and successfully recruit needed new talent. Bad bosses are unable to do either!Â warn the authors. ÂGiven the cost of voluntary turnover, changing their own negative behaviors can be the most important action a bad boss can take to positively impact the companyÂs bottom line.Â
Dr. Beverly Kaye, founder and CEO of Career Systems International, a leading talent management provider headquartered in Scranton, PA, is a nationally recognized authority on career issues in the workplace. Her ground breaking talent retention, career development, workplace satisfaction and mentoring programs are being implemented worldwide.
Sharon Jordan-Evans is president of the Jordan Evans Group, Cambria, CA, an executive coaching and leadership development firm. She works with executive teams, high potential employees, and senior leaders on effectiveness, retention and productivity issues. She is a keynote presenter, and Professional Certified Coach.
Their two most recent books are Love 'Em or Lose 'Em: Getting Good People to Stay and Love It Don't Leave It: 26 Ways to Get What You Want at Work both published by Berrett-Koehler.
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