Leadership Protocol – What Bosses Should Never Ask Employees to Do
Sometimes leadership protocol can be hard.
What can/should you be asking your team to do. Leadership Protocol can be tricky. What appears to be an excellent idea can turn sour, fall flat on its face, or have the very opposite effect you wanted.
Have you considered what you should and shouldn’t ever ask an employee to do? It can be a minefield. Think about
- ‘making’ employees feel they have to attend ‘social’ events – you know the sort of thing and the ‘guilt trip’ that an employee can feel if they’d prefer not to participate. If you have remote workers consider this especially. If it’s an after-work ‘drinks’ / get together, make sure it is ‘after work’ and not an hour after finishing. Or maybe it could start half an hour before the end of your day?
- Company fundraising schemes – fabulous and great but again not something to pressurize your staff about
- What if you’ve asked someone to undertake a task and it’s not being done very well. Do you take it away and ask someone else to do it?
- What about evaluation: self-evaluation or evaluating peers – should you be asking your team to do this?
- What about revealing the ‘one thing no-one else knows about you’ – team building stuff. Does the leader have a right to ask an employee to do this? Is it really helpful?
- Do you ‘lead by example’ and ‘roll up your sleeves’ if needed?
Remember, long after an employee has left your team, they will still remember how you made them ‘feel’.
A good article by Jeff Haden – I’m sure we can all relate to some of these issues .