When boss fails to inspire juniors!
Growing distrust in a leader not only spoils the work environment, but also leads to dipping performance levels.
By Shreya Biswas, TNN |
Thomas can’t stand his boss. But, just a year ago, his boss was the only person he shared his doubts and ideas with. Strikingly, his team members too feel that way. They have lost confidence in their boss.
Now, he neither commands the respect nor the affection of his subordinates. This is most surprising as he was leading a team of highfliers. Thomas’ boss example is not a stand-alone case. Leadership failure is a common problem faced by most of the organisations across all levels.
Growing distrust in a leader not only spoils the work environment, but also leads to dipping performance levels. And a frustrated team could just worsen the situation for the organisation. Hence, it is necessary for HR managers to nip the problem in the bud. Here are some tips for them:
Boss’ boss could be the reason
Many a time, leadership change at the top ushers in uncertainties and apprehensions. Will the new boss dominate more or will there be enough room to take tough decisions? These are some of the questions haunting the minds of the employees. Kelly Services’ country general manager Achal Khanna says, “Confusions like these could reduce the confidence in a team leader, which in turn could get reflected in his indifference towards his subordinates.”
Besides, if an individual is too close to only a few people in the organisation, one of them being his boss, these doubts are bound to occur. This could result in reduced attention to his subordinates, leading to growing distrust for the individual amongst them.
Put the right people at the right place
It may also be the case of slow learning. If seniors’ team members are faster than their leader at adapting to the changing environment, it could lead to complete leadership failure. Leaders have to lead, and when this doesn’t happen, it could be potentially disastrous. Hence, a company should make efforts to put the right people at the right place.
Clash of interests among employees
The senior employees themselves could be eyeing the position and may create problem for their leader. Delhi University’s psychology department head Prof Ashum Gupta says, “This might happen when they feel that the person leading them is not fit for the post. Alternatively, people staying back in a particular position may also get frustrated and try to upset things by winning over their peers.” The organisation should ensure that people are not able to spoil the environment for their own interest.
Take a 360 degree approach
Take feedback from the juniors about the leader, but also listen to the leader’s point of view. Assess what’s going wrong, then take a final call.
Growing distrust in a leader not only spoils the work environment, but also leads to dipping performance levels. And a frustrated team could just worsen the situation for the organisation. Hence, it is necessary for HR managers to nip the problem in the bud. Here are some tips for them:
Boss’ boss could be the reason
Many a time, leadership change at the top ushers in uncertainties and apprehensions. Will the new boss dominate more or will there be enough room to take tough decisions? These are some of the questions haunting the minds of the employees. Kelly Services’ country general manager Achal Khanna says, “Confusions like these could reduce the confidence in a team leader, which in turn could get reflected in his indifference towards his subordinates.”
Besides, if an individual is too close to only a few people in the organisation, one of them being his boss, these doubts are bound to occur. This could result in reduced attention to his subordinates, leading to growing distrust for the individual amongst them.
Put the right people at the right place
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It may also be the case of slow learning. If seniors’ team members are faster than their leader at adapting to the changing environment, it could lead to complete leadership failure. Leaders have to lead, and when this doesn’t happen, it could be potentially disastrous. Hence, a company should make efforts to put the right people at the right place.
Clash of interests among employees
The senior employees themselves could be eyeing the position and may create problem for their leader. Delhi University’s psychology department head Prof Ashum Gupta says, “This might happen when they feel that the person leading them is not fit for the post. Alternatively, people staying back in a particular position may also get frustrated and try to upset things by winning over their peers.” The organisation should ensure that people are not able to spoil the environment for their own interest.
Take a 360 degree approach
ADVERTISEMENT
Take feedback from the juniors about the leader, but also listen to the leader’s point of view. Assess what’s going wrong, then take a final call.
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