BEING a boss is not a walk in the park, but being a bad boss? That is a recipe for a demotivated team and workplace frustration. If your employees seem burned out, frustrated, or disengaged, it might be time to reflect on your leadership style.
With the start of a new year, it is the perfect opportunity to leave bad habits behind and embrace a more effective and empathetic approach to leadership.
Leadership style matters
Leadership is not just about getting tasks done — it is about how you inspire, motivate, and engage your team along the way. As Travis Bradberry points out in Emotional Intelligence Habits, emotionally intelligent leaders create workplaces where people feel valued and empowered. That is the dream, right? Recent events, like the tragic case at Ernst & Young (EY), highlight the real consequences of poor leadership. Anna Sebastian Perayil, a young employee, reportedly passed away due to burnout caused by relentless stress. This devastating story underscores why leadership styles need to evolve. A workplace that normalises excessive workloads and ignores employee well-being is not sustainable.
Practical steps to improve
So, how can you ensure you are leading with empathy and effectiveness? Here are some essential strategies to get started:
Stop micromanaging: Micromanaging drains morale and signals a lack of trust. No one thrives under constant scrutiny. Instead, empower your team by giving them autonomy over their work. Trust their expertise, and you will likely see better results — and a happier team.
Recognise achievements: Acknowledging your team’s hard work goes a long way. Simple gestures such as a “well done” or public recognition during a meeting can boost morale and reinforce a positive culture. Consistent appreciation shows you value their contributions.
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Support work-life balance
Encouraging a healthy balance between work and personal life is essential. Overburdened employees are neither productive nor engaged. Create realistic deadlines, respect personal time, and support flexible work arrangements where possible. A balanced team is a productive one.
Invest in professional growth
Good leaders prioritise their team’s development. Offer training opportunities, mentorship, and challenging projects to help employees grow. When people see a clear path for career progression, they feel more motivated and engaged.
Foster fairness and equity: Favouritism is a quick way to breed resentment and tension. Treat all employees fairly, recognise merit, and ensure opportunities are distributed equitably. A fair workplace fosters trust and collaboration.
Own your mistakes: Leaders are human, and mistakes happen. What sets great leaders apart is their willingness to take responsibility and learn from errors. Demonstrating accountability not only earns respect but also sets the standard for your team.
Emotional intelligence
Bradberry’s work emphasises the value of emotional intelligence in leadership. Skills like empathy, self-awareness, and conflict management are critical for building strong teams. Here are some key emotional intelligence habits highlighted in his book:
Passion: Great leaders bring energy and enthusiasm to their roles, inspiring others to follow suit.
Play chess, not checkers: Recognise the unique traits in your team members and leverage these insights to draw out the best in everyone.
A port in a storm: Be a source of stability during challenges, offering reassurance and calm when it is needed most.
Empathy: Understanding and sharing the feelings of others is essential for connecting with your team. Leaders who demonstrate empathy build trust and foster open communication.
Self-awareness: Recognising your own emotions and how they affect your decisions is crucial. A self-aware leader can manage stress effectively and remain composed under pressure.
Celebrate wins: Acknowledge and celebrate both big and small victories to keep morale high and foster a sense of achievement.
Create a sense of purpose: Help your team see the bigger picture by aligning their work with meaningful goals.
Accountability and approachability: Be someone your team can rely on and feel comfortable coming to with issues or ideas.
Respect time: Value your team’s time by running efficient meetings and avoiding unnecessary interruptions.
Great leaders balance their focus on results and people. They put together the right team, deliver feedback effectively, solve problems collaboratively, and even sacrifice their own comfort for the benefit of the group. They balance work and fun, ensuring a healthy and engaging environment.
Lessons from EY’s tragedy
The heartbreaking loss at EY reminds us of the dangers of normalising toxic workplace cultures.
Leadership decisions have profound effects on employees’ mental health and well-being. Ignoring early signs of burnout, overloading employees with work, and failing to offer support can lead to devastating outcomes. Do not let small oversights snowball into serious issues.
Tracking bad boss behaviour
Many organisations focus on performance metrics but overlook the impact of leadership styles.
Tools like anonymous surveys and 360-degree feedback can help identify and address problematic behaviours.
However, these systems need to be supported by a culture that values openness and psychological safety. Employees should feel comfortable voicing concerns without fear of retaliation.
A final word
Being a great boss is not about perfection; it is about progress. Reflect on your habits, listen to your team, and take steps to create a supportive and empowering environment.
Topodzi-Chimbarara is a member of the Institute of Chartered Accountants of Zimbabwe (Icaz). She is also the Internal Auditor at Family Aids Caring Trust (FACT).
