No Leader Should Ever Do This !

In the fast-paced world of modern work, the way leaders interact with their teams can make all the difference between a thriving, motivated workforce and a disengaged one.

?Let me share a recent incident which a professional who I coached shared with me.

The daily morning zoom meeting across locations was on and the boss lost his temper- ‘How can you do that? Don’t you have any brains? I had asked you to call me at 7.30 pm after you have completed your calls but you simply sent me your call report? I will now have to check all your daily call reports because I am not sure whether you have genuinely been making any calls??”. He said this furiously to the sales manager in front of the other team members including subordinates.

This public outburst, occurring where remote meetings are commonplace, not only affects the team's morale but also reaches the family members of those involved ( just in case someone is attending the meeting from home).

The negative impact of such incidents is far-reaching, and when they become a regular occurrence, it can lead to a 'revolving door' situation within the company, ultimately impacting team performance.

With my close to 4 decades of experience in the professional world, we understand that when a boss publicly humiliates an employee, they risk losing that employee's loyalty forever. Self-respect, linked closely to self-esteem, is a person's greatest asset, and leaders must tread carefully to preserve it. One moment of criticism in front of peers can unravel months or even years of team-building efforts and leave the entire team demoralized. Such situations can also create fertile ground for office politics, undermining the unity of the team.

Here are the 5 key areas that suffer when an employee is publicly criticised or receives negative feedback in front of their colleagues:

1] Self-Respect: The individual loses self-respect in the eyes of their peers, damaging their self-esteem.

2] Performance: Past achievements are overshadowed, demotivating the employee to deliver their best work.

3] Team Spirit: The trust and rapport between team members and their manager are compromised, hindering collaboration.

4] Boss's Effectiveness: The boss's workload increases as they deal with the fallout, disrupting the goal of building a strong team.

5] Employer Branding: A disgruntled employee is unlikely to speak positively about the company, harming the organization's reputation as an employer.

?As leaders, it's crucial to remember that appreciation and praise should be shared openly to boost team morale. However, when addressing concerns or areas for improvement, it's best done behind closed doors.

?Here are the key qualities that define a good leader in such situations:

Patience: Cultivate the virtue of patience, allowing team members room for mistakes and growth.

Empathy: Seek to understand the reasons behind a team member's behaviour before addressing issues with a solution-oriented mindset and empathy.

Objectivity: Approach situations with an objective eye, avoiding hasty assumptions about a team member's overall performance based on isolated incidents.

Long-Term Thinking: Consider the long-term impact of your actions on the team and the organization as a whole.

?In conclusion, effective leadership is the cornerstone of a thriving team. By nurturing a positive work environment, acknowledging achievements openly, and handling concerns with empathy and discretion, leaders can foster a motivated and engaged workforce.

Remember, a happy team is a productive team.

?Happy Team Building!

Sarabjeet Sachar

Seasoned Career Coach, Founder & CEO, Aspiration