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6 Things Employees Google About Their Boss: Should You Be Concerned?

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What’s the first thing you do when you have a problem or question? You Google it. Well, your employees are doing the very same when they have a problem or challenge in the workplace with you. In the following article, we’ve uncovered six things that employees are searching on Google every month so that you can proactively work to avoid your employees feeling such things about you.

 

“My boss doesn't have time for me”

The life of a people leader is a busy one. You’re constantly pulled in multiple directions, and someone or something always needs your attention. However, you should always prioritize time with your employees. If you don't have recurring one-on-one meetings set up, get those in your calendar with each employee ASAP and make a serious effort never to cancel them. This way, even if you can’t answer an email or stop by their desk to touch base, your employees have a given time they can count on to get what they need from you.

 

“My boss doesn’t communicate”

It was recently found that 69% of managers are uncomfortable communicating with their employees, with 16% preferring email to face-to-face interactions. Clearly, employees are picking up on this given the number of people searching “my boss doesn’t communicate” and “my boss isn’t talking to me” every month.

Fortunately, there are countless ways to rectify this. For starters, we recommend enrolling in a communication training program such as Speaking as a Leader. A program like this is the ideal place to start to learn new skills, test new techniques, and ultimately, build your confidence as you’ll work alongside your peers in a low-risk environment. You’ll leave with the skills and confidence to start communicating effectively with employees both in-person and online.

Learn what skills you need to excel as a leader in the guide to people  management.

 

“My boss doesn’t have my back”

If you’re leading people, one of the most admirable things you can do is stand up for them and have their back. Say, for example, your employee is struggling with a heavy workload, and as a result, they’re working too much, and you’re beginning to fear they’ll burn out. One of the projects causing them stress is for upper management, but it’s not urgent, so you’ve told them to push it out. In this case, if you are the one to approach upper management and explain the situation and your rationale, you will show that employee that you have their back, which will earn you respect and build their trust.

 

“My boss talks down to me in front of others”

No one wants to be talked down to or patronized by their leader, either behind closed doors or in front of their peers. When communicating as a people leader, how you deliver your message is nearly as important as the message itself, especially if it is a difficult conversation related to a mistake or performance issue. In these situations, everything from the location of the conversation to your tone of voice and choice of words can impact your employee’s willingness to listen and converse with you.

 

“My boss has unrealistic expectations”

As Canadian recruitment agency Robert-Half indicated in a recent article, unrealistic expectations at work have very real consequences, such as missed delivery dates, reduced work quality, overrun budgets, absenteeism, low morale, low motivation and drive, loss of respect for the leader, and even staff turnover. If you want to keep your expectations of employees in check and ensure none of the consequences listed come to pass, then it’s up to you to get aligned with your employees. During one-on-one meetings, you can do so by regularly asking your employees how they’re feeling, what they’re struggling with, and how you can help.

 

“My boss treats me like a child”

You’ve hired your employees to do a job and should treat them as the adults they are to get it done until you are proven otherwise. If you end up treating them like a child, you could stifle their productivity, creativity, and engagement. Therefore, always be mindful of the following:

  • Don’t micromanage how they do their work
  • If you delegate work to them, don’t hover, take over, or ask for constant status updates
  • Don’t sugar-coat it if a mistake is made; instead, offer constructive feedback

 

Conclusion

The negative Google searches conducted by employees about their boss are avoidable. Having basic leadership skills could eliminate these searches, and these skills can be honed and developed through attending leadership training. Studies have shown that when participants attend a leadership development program, their performance improves by up to 20%. This increase in performance from a leadership program might be the difference between being a leader who gets negative Google searches and the leader that others want to work for.

 

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