Bosses, flattering your workers won’t make them like you: Leadership expert
Some bosses think that boasting their employees is a good leadership tactic. Jennifer Schielke says these bosses are wrong.
“This is what I see from many leaders,” says Schielke Leadership Specialist and CEO Bellevue, Washington -based personnel and recruitment company Summit Group Solutions. The bosses tend to give excessive praise to their employees when they want everyone to like them.
However, insincere compliments may occur manipulatively like a pre -motivation.
When someone goes upstairs and beyond at work, they probably deserve some authentic praise and appreciation. However, Schielke tends to praise too much “insecurity” and lack of leadership skills. “I really don’t see any of it, really.”
You probably know when a boss gives empty praise. Let’s say you are doing a bad job to carry out a project, but your boss is really impressed. Or they constantly compliment your skills, until the point he feels unfair.
“The Leader doesn’t have to have a popularity contest,” Schielke says. “It really invests in employees, to be kind and appeals to difficult things.”
Most workers tend to love a boss who likes a boss who is a “human human” boss – a boss who likes real interactions with others and uses soft skills such as empathy, compassion and communication to create an inviting workplace culture.
Gimbel told CNBC Make Make in April 2024, “No matter how authentic you are, it will make more connections with you and enjoy your company.”
Schielke likes to devote certain days of the week to the exemption of creating a team, “Tell me about yourself on Tuesdays”, as employees spend minutes or sometimes hours to discuss issues that are important to them. The company also has “Wacky Wednesday”, where he assigned interesting topics to his employees, then offers a workshop, a training module or a simple comedy relief about them.
Schielke, instead of being unjustly proud, you can only make them feel valuable in the workplace by paying attention to their perspectives and needs. If your private workplace is a hybrid work, employee resource groups or voluntary opportunities – simple policies you have to give – it would be good to listen.
Schielke says these efforts are “very, very meaningful and valuable for employees.”
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