Bad news for bosses who take an interest in their employees’ emotional well-being: their employees won’t work any harder as a show of gratitude for their support
I disagree with a couple of assumptions in this article. First, if you care about your employees the article infers you're a "nice manager" and you'll finish last.
You're drawing a correlation between caring about your team and being "too nice". Wrong assumption. Basic and fundamental to team success is a manager who cares deeply about each person on their team.
Secondly, "being too nice" has nothing to do with caring. You infer managers overstep their boundaries of professional/personal in caring about their people - and by being too nice might play favorites or overlook work related expectations.
Research going all the way back to Maslow shows that employees want recognition and support from their boss. They need a pat on the back for doing a great job, and deserve it. They need to know their boss is empathic and cares about their success and well-being. The extensive work done by
Gallup on employee satisfaction, engagement, and retention, shows managers who care about their people get better results.
Finally, it doesn't appear to be age related - you can't claim dramatic differences between recent graduates and baby boomers. I can take my own high school girls basketball team that I've been coaching for almost a decade and see the same things: performance goes up when team members know their boss (coach) has their back, and is there to support them. It goes without saying that bosses/managers have to set limits or boundries on professional support vs. personal support.
Working in a sterile, 100 percent task driven environment where it's just about completing the tasks is what drives good people to look for greener pastures.
The problem is that most managers have never been adequately trained in the emotional connection side of working with team members. many times they see their role as nothing more than ensuring completion of the task. They see personal feelings, concerns, and emotional states as not having a place in the work environment. This is just plain unrealistic. As a result, many employees are disgusted, turned-off, and disappointed in the people they work for. One of the major reasons candidates leave companies is because of their boss.
The study appears flawed and does not reflect real world work environments.
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