THINGS YOUR BOSS WON’T TELL YOU AND WHY
One in four workers say they dislike their boss. So how can you ensure you’re not another number in the statistic?
is CEO, Franchised Food Company.
Atransparent culture is a positive thing to strive for in any workplace. Whether you’re managing a café crew, overseeing a marketing agency or looking after a sporting team, transparency is a key component for creating and maintaining trust and in turn, forming a team environment that fosters a productive workplace.
However, despite the level of intent to attain this idealistic work scenario, there are still many things that your manager won’t tell you; because they trust you’ll use your initiative to do your job properly… and there are just some things only a “boss needs to know”.
Any manager worth their salt is good at both observing and also offering productive feedback at the appropriate time, and keeping in check information that doesn’t need to be broadcast.
It is important to realise the untapped value that exists in having an appreciation and understanding of what your manager is thinking and looking out for, for both promotion and also the overall benefit of your workplace.
We want you to understand the workplace from the perspective of management (just a little bit).
Sometimes it’s hard for your team to realise things from the perspective of management. (Sales turnover does not equal profit). It’s true that the further up the rank you are, the more accountable you are too. This is something to keep in mind when receiving feedback you might not like. It’s a difficult perspective to understand until you’re in a position of senior leadership – but it’s when you begin to really realise the im- portance of communication, initiative and keeping things ticking over.
Understanding how you can help your manager, rather than hinder them, will give you key insights on how to be of better service to your team and overall, the business.
We are observing how you interact with your team
Teamwork is the pinnacle of the modern workplace. There are very few instances nowadays where people operate alone in isolation and away from a collaborative style of work. Even if your activity is predominantly working solo, you’re likely delivering work to another person or adding value to another team, supplier or contractor... who might play a similar role to a senior team leader. Naturally, you don’t want to let them down.
You may not realise, but managers and leaders are very good at being a ‘fly-on-the-wall’. Team members prepared to contribute to a positive environment supporting their team, rather than only looking out for numero uno is something that definitely doesn’t go unnoticed by the boss.
Despite the obvious reasons for cultivating a collaborative and inspiring team environment such as a positive working culture and a happy team, achieving this from a management perspective, ensures projects run smoothly without personal conflicts and office politics getting in the way. No-one wants to be the subject of office gossip.
Your attitude, quality of work and managing your workload counts
The person you bring to work sets a powerful precedent for how other people interact with you and also how your team leader works with you. Your attitude, the quality of work you bring to the table and your ability to stay on top of your workload, are key things your manager is observing, but not knocking you on the shoulder about every five minutes.
I believe one of the most powerful assets you can bring to the workplace is your attitude – it’s what probably landed you the gig in the first place! Having a supportive and team-focused outlook is something that us managers are constantly on the lookout for, and a quality fellow team member’s relish. If you’ve got the ability to rise above small setbacks and continue to thrive in the workplace and get things done, your