By Dr. Maxwell Ampong
Imagine a persistent drip, drip, drip in the quiet of your night. Annoyance builds, sleep eludes you, and eventually, you get up to turn off the tap. A bad boss or manager can feel much the same, slowly draining your energy, morale, and productivity with every condescending remark, lack of support, or unclear direction. Just as you would eventually stop that leaky tap, the impact of a toxic manager on an employee’s well-being and job performance cannot be ignored.
Every employee steps into a job with expectations of fair treatment, respect, and support from their manager. When these expectations aren’t met, they shatter the psychological contract between employee and employer, leading to a significant drop in morale and productivity. Negative perceptions of management, whether due to incompetence or overbearing behaviour, erode the quality of work and stifle productivity. Research shows that toxic managers can push even the most dedicated employees towards absenteeism or into the arms of competitors.
On the other hand, great managers do more than oversee – they inspire, support, and invest in their employees’ growth. Strong manager-employee relationships lead to higher motivation and engagement, which translates into better performance. Employees who feel valued are not just more productive—they’re also more likely to go the extra mile.
Google’s Project Aristotle uncovered a key element in team success: psychological safety. This concept, where team members feel safe to take risks, share ideas, and admit mistakes, creates an environment where innovation thrives. In such teams, diverse perspectives are embraced, leading to better decision-making and lower turnover rates. The best team is not just a collection of stars but a network of empowered minds working in an atmosphere of trust and collective growth.
A positive workplace environment and strong managerial support are crucial for employee satisfaction and retention. As a leading psychologist, Dr. Michael Leiter points out, “The quality of the supervisor-employee relationship is the single most important factor influencing employee well-being and engagement at work.” Great managers retain talent by understanding their employees’ passions and aligning their roles to match, ensuring the workplace remains both fulfilling and engaging.
THE POWER OF BAD BOSSES ON MOTIVATION, STRESS, AND ENGAGEMENT
The impact of a bad boss goes beyond just poor management. It profoundly affects employee motivation, stress levels, and overall engagement. Here’s how:
Impact on Motivation: Motivation is key to a productive workforce, yet a significant barrier to employee engagement is the need for recognition.I
n the UK, over a quarter of disengaged workers report feeling unappreciated, highlighting appreciation’s critical role in fostering a motivated team. Personalised recognition, like a sincere “thank you” from a manager after a job well done, can be far more effective than generic rewards.
A culture that values and recognises contributions boosts morale and drives employees to excel. Moreover, while competitive salaries and benefits are essential, fulfilling higher-level needs such as recognition and rewards significantly enhances employee motivation.
Increased Stress and Anxiety: Job-related stress is a major issue that can lead to both physical and emotional exhaustion. Factors contributing to stress include toxic work environments, heavy workloads, lack of autonomy, and poor relationships with managers. These pressures can result in decreased productivity, increased absenteeism, and even severe health issues.
However, adopting a proactive approach, such as fostering open communication, setting clear expectations, and providing manageable workloads, can mitigate stress and promote a healthier, more productive work environment. By addressing stress at its roots, companies enhance employee well-being and reduce costs associated with stress-related absenteeism.
Reduced Engagement: Employee disengagement is a growing concern that threatens both productivity and workplace morale. Poor leadership, lack of trust, and the absence of a meaningful connection to work are key contributors to disengagement. When employees feel disconnected, their motivation drops, reducing productivity and declining overall organisational performance. Cultivating a work culture that prioritises strong leadership and meaningful employee relationships is essential for maintaining engagement and driving success.
Higher Employee Turnover: Toxic workplaces and strained employer-employee relationships are major drivers of high employee turnover rates, which are costly in terms of both time and resources. Moreover, employee turnover can be contagious; if one employee leaves, others are likely to follow. This ‘turnover contagion’ can lead to significant disruptions within the organisation. To combat this, fostering a positive work environment where employees feel valued and supported is crucial.
BUILDING A POSITIVE WORK CULTURE
Creating a positive work culture centred on trust, respect, and open communication is essential for cultivating a motivated, engaged, and productive workforce. Critical elements of effective employee management include:
• Supportive Management: Managers who provide clear direction, regular feedback, and recognise achievements play a crucial role in boosting morale and engagement. Supportive management is the foundation of a positive work culture.
• Opportunities for Growth: Employees are likelier to stay with a company that offers clear professional development and career advancement opportunities. Investing in employee growth not only retains talent but also enhances overall company performance.
• Work-Life Balance: Respecting employees’ personal time and offering flexible work arrangements are vital for reducing burnout and promoting a healthier work environment. Work-life balance is increasingly important in today’s workplace.
• Open Communication: Encouraging a culture of open communication where employees feel comfortable voicing concerns and suggestions builds trust and enhances engagement. Transparent communication is key to a strong, collaborative work culture.
• Teamwork: Emphasising collaboration, teamwork, and shared values fosters a sense of belonging and purpose among employees. A culture of teamwork leads to higher productivity and job satisfaction.
To ensure employees feel safe, valued, and productive, organisations must implement strategies that foster a positive work atmosphere:
• Team Health Checks: Prioritising the physical, mental, and social well-being of employees is crucial for sustainable performance. Regular health checks and wellness programmes can help address issues before they impact productivity.
• Continuous Performance Discussions: Regular performance discussions between employees and supervisors keep both parties aligned on goals and expectations. This continuous feedback loop supports employee development and ensures high performance.
• Learning and Development (L&D) Metrics: Setting clear L&D metrics, including skill development and task completion rates, drives continuous growth for both employees and managers. Focusing on learning and development is essential for adapting to changing business needs.
• Retention and Engagement Schemes: Implementing skills training, bonuses, and personalised projects can significantly enhance job satisfaction and reduce turnover. These schemes demonstrate that the company values its employees and their contributions.
• Periodic Performance Appraisals: Regular surveys and performance appraisals provide employees with a platform to voice concerns and give feedback. This process helps identify unproductive behaviours and refine management practices for continuous improvement.
WHAT TO DO NEXT?
In today’s competitive landscape, the value of a positive work culture cannot be overstated. Managers should foster an environment of trust, respect, and open communication so their organisations can unlock the full potential of their workforce. Supportive management, opportunities for growth, and a commitment to employee well-being are the pillars upon which high-performing teams are built.
Ultimately, when employees feel valued and engaged, they are more productive and more likely to stay and contribute to the organisation’s long-term success. Investing in a positive workplace is not just a strategy: it’s the foundation for sustained growth and innovation.
Dr. Maxwell Ampong serves as the CEO of Maxwell Investments Group. He is also an Honorary Curator at the Ghana National Museum and the Official Business Advisor with the General Agricultural Workers Union of Ghana (GAWU) under Ghana’s Trade Union Congress (TUC). Dr. Ampong writes on relevant economic topics and provides general perspective pieces. “Entrepreneur In You” is supported by GCB Bank PLC and operates under the auspices of the Africa School of Entrepreneurship, an initiative of Maxwell Investments Group.
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