What it takes to be a good boss??

This question is pertinent for both bosses and their junior.

For bosses since if they are good at keeping team’s morale high, team will be stable and will always work for management and will likely exceed expectations.

For juniors, the answer is above only. They are always willing to perform for those only who keeps their moral high, who commands respect, to whom juniors can share their issues.

“People don’t leave companies or bad jobs. Infact people leave jobs due to bad managers, bad bosses, bad management who don’t care people, who don’t value people.

If you (bosses) are also struggling with people retention/ team stability/ team morale down, then check whether you are missing on some below mentioned points.

1. Treat your people well

“Train People well enough so they can leave, treat them well enough so they don’t want to”. Sir Richard Branson

To be treated well is a very basic desire for any person. Employees wants to be treated well and to be cared about by their bosses.

A great boss discuss with their employees about their kids, their family, hobbies, their personal life, what they would like to do in future etc.

• Communicate your vision, expectation and tasks clearly to your employees.

People expect clarity in communications. Great bosses sets their expectations very clearly and they ensure to discuss with their employees about the end results which they expect.

In case of change/ update in priorities, same should be communicated to employees with end result expected.

• Praise your people

“People work for money but go the Extra Mile for Recognition, Praise and Rewards” – Dale Carnegie

Don’t forget to recognise your teammates on their good acts, their achievements. It will not only increase their morale but will also establish boss as someone who they will look up to.

Encourage employees and make them realize that their contribution are appreciated.

• Build trust – Building trust means building a team. Being a boss means you should always develop a bond of trust with all your team members. Bosses should have those guts that they can say to their teams that team members can rely on them.

If it happens to you that it looks your teammate on a particular day is not at his usual behavior, a good boss would always like to know the reason and will like to assert that this teammate can rely on him for his problems even if they are personal.

Remember “Great Things in business are never done by one person. They are done by a team of people.”

• Never blame your employees.

“Great leaders don’t blame the tools they are given. Great leaders work to sharpen them.” – Simon Sinek

Conversely when your employees do not perform well, never blame them for not achieving the desired outputs. Instead sit with them and find out how as individual and team, challenges can be taken up.

In times of situations not in favor, weak bosses always try to find someone to blame. However good bosses find the ways to fix up the issues.

Great bosses have courage to take responsibility of their teammate’s faults and failures and they always give credit of achievements to their team.

• Do constructive Criticism

Good bosses always do a constructive criticism and ensures that the message is delivered but ensure that the employee morale is not getting down.

A right blend of praise and constructive criticism is sign of great boss.

• Be a good coach

There are bosses who coach their team and bosses who do not coach their team. However there is a distinguishing factor in this.

Productivity as well as skill set of teams who are being coached is significant in comparison to teams who are not coached frequently.

• Delegate properly

Delegation of work is an art. Delegate work on time so that you can get results within time.

Always delegate your tasks to your team. It keeps your team busy in tasks.

By

Rekha Gupta

AFT Recruiters Private Limited

“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur”

Red Adair

Why recruiters should spend time with candidate and with which candidates a recruiter should actually spend time. After all time is precious.

Reason is simple – A recruiter needs a candidate who is fit for the Job position they are working. And to get such candidate, first recruiter should know whether candidates who are approached by recruiters are actually interested or not.

While dealing with candidate, a recruiter should always find that

1. Whether candidate is interested in job or not at first.
2. Whether candidate is just exploring the market and not at all decided about job change.

A recruiter should always concentrate on those candidates who are interested in Job position and looking seriously for Job change. Significant task of recruiter is finished here only since if all candidates shortlisted are actually interested then chances of turning down the offer at last moment minimizes. The only risk then remains is that candidate might prefer another job position due to better terms offered.

But this interest of candidates in Job position can only be analyzed after

1. either candidates straight away denies the position
2. or if candidate is interested then recruiter should further carefully evaluate the candidate on the desired parameters as per their own checklist/ processes.

Key point here is that interested candidate will always reply/ will provide answers to all questions/ queries of recruiter provided recruiter has her own set of questions ready to judge the candidate. Thus candidates who do not reply to a recruiter queries might also not be interested. A recruiter need to be cautious on such candidates.

Thus even at the screening level more and more rejections by recruiter is beneficial since this will eliminate wastage of time in whole recruitment process which client has to spend as well as recruiter.

We guess we would paraphrase Robert Half and say, “Time spent on recruiting is time well spent.”

          Rekha Gupta

          Director

          AFT Recruiters Private Limited

          Recruitment Specialist in Accounts Finance and Tax