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These are the actions of a terrible CEO

The following 10 common managerial behaviors affect your team morale and company productivity.

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This article was translated from our Spanish edition using AI technologies. Errors may exist due to this process. Opinions expressed by Entrepreneur contributors are their own.

The word " CEO " often refers us to a distant, absent and authoritarian being. And it is that even today, when trends in corporate culture indicate that the role of the manager should be to inspire and guide, many organizations still have directors of the "old school". These are those who believe that they can only instill respect through fear and who generally feel superior to their workers. However, these types of companies are less effective every day in retaining talent and generating competitiveness.

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Here are some of the common behaviors of terrible leaders. If you are an entrepreneur and you are starting to create a work team, avoid them at all costs:

1. Minimize people's work. Terrible CEOs tend to downplay the work of others. They do not care if the employee has been doing the same job effectively for 20 years; they just feel free to say that what they have done practically all their life is not worth it. First, identify where the problem is; then try to point it out without being offensive.

2. Not knowing your people or your job. This is a common "cancer" in many companies; the CEO is apart, does not mix with the employees and does not even say good morning, much less think of a "thank you". If your company is large, at least try to remember the names of the managers and to be friendly with others; If you have a small SME, try to get to know all the members. Remember that your people are what make your company work.

3. Don't lead by example. If you say "we will have to cut budgets and stop paying certain collaborators" do not arrive the next day at the office with a new car or showing off an expensive watch. Nothing gives a manager a worse image than being oblivious to the problems of his organization.

4. Contradict yourself or be unclear. Many CEOs spend their time giving instructions, sometimes without thinking, to the point that what they say is contradictory. This affects the dynamism of the company, as well as the motivation of employees for not having well-defined objectives.

5. Criticize the person, not the job. It is common for a terrible director to say things like, "You are unambitious" or "You are not good for this." With this approach, in which a CEO has the self-invented right to insult the worker, the only thing that is generated is an unmotivated and uncommitted work environment. Keep in mind: "judge the act, not the person."



6. Having exaggerated privileges. Although the most innovative business cultures have opted for throwing down walls and creating collaborative environments, cubicles and closed offices still prevail. If your company has this structure, at least avoid that the difference is exaggerated; don't make yourself a beautiful 20-square-meter office, while you have 20 employees crammed into almost the same space.

7. Interrupt and expose others. When terrible managers are in meetings it is common for them to do three things: watch the presentations of workers looking disgusted or bored, interrupt those who are talking nonsense, and scold someone for their work in front of everyone else. This not only shows a lack of respect, but also a lack of awareness of the dignity and worth of your workers.

8. Feeling that they know everything ... or know nothing. Both excessive ignorance and condescension are ineffective managerial attitudes. It is so bad that you separate yourself from everything that you do not understand in your company, such as pretending that you know more about some operations than the people who do them every day. Learn to ask for advice when it is needed and to give it when it is helpful.

9. Lying. A lot of terrible CEOs say things like “we'll make it soon” or “this change will be great for employees” when in reality they know the company is off track and will soon have to lay off many of them. Doing so is not only unethical, but it will create a climate of mistrust in your team that affects their productivity. Be honest and clear about the situation; They will be grateful to you.

10. Not respecting the schedules of your workers. It doesn't matter if you are the boss; you do not have the right over the lives of others. If you are one of those who call your employees at 10 at night or on Sunday afternoon with a question that arose and that can wait, it is time to stop doing it. Respect your team's free time and don't ask them to work non-working hours when they don't have to.