6 Lines a boss should never cross
This is private and confidential information, not public. Whether the boss is saying, I dont pay you enough, or I pay you too much, this type of comment will lead to resentment among staff members. Broadcasting employee earnings undermines their position with the rest of the staff. Theyll either think the employee is willing to work for peanuts, ruining their chances of earning more, or that theyre overpaid.
This is a form of bullying, and its never acceptable. While an employee may have made a mistake or error that deserves discussion, a good employer will handle this professionally and in private. Also, a good boss should never denigrate a workers skills with comments like, This job is so easy, anyone could do it.
Managers need to communicate their expectations for work performance clearly, assist employees when needed, and set reasonable deadlines for projects. This one can be tricky, but if an employee feels they consistently receive unreasonable demands, it could be a communication issue. Perhaps unclear or vague directions are to blame. Or it could be a case of micromanagement.
This is a work situation, not the therapists couch. A good boss shouldnt share problems or inappropriate personal details. If either party finds the conversation often veers in this direction, lead the way by being very brief in your responses and then change the subject back to business. In general, dont bring your own problems to the office.
Any comment that makes someone squirm is one that shouldnt have been made in the office. This includes water cooler jokes, emails, or comments about physical appearance. Include in this category any type of implication that the boss is interested in a relationship of a personal nature, even if its not something youre entirely opposed to. Workplace romances are never a good idea, and its beyond unprofessional to even make the suggestion. All of these things are a sexual harassment lawsuit waiting to happen.
None of these things have anything to do with an employees ability to do their job. The suggestion that it might is not only unfair, its discriminatory. Address any such implication immediately.
While no work environment is perfect, managers that fuel a negative atmosphere risk damaging employee morale and productivity, increasing voluntary turnover and even encouraging lawsuits. Leaders at Allison & Taylor Reference Checking offer this list of donts for managers to serve as a reminder to stay positive and compliant with worksite regulations. (Images: Thinkstock)