We seldom view ourselves as annoying to others. We feel that our communication habits and professionalism are beyond reproach, but reality is never as rosy. Specially if you have a number of people working under your supervision, chances are you annoy these individuals every single day in a couple of ways that you aren’t even aware of. See if you can spot ‘yourself’ in this quick checklist.
- Not being clear about goals: Your subordinates may not exactly be seers or telepaths. Even though deliverables may seem obvious to you but as a manager and a boss, make sure you are extremely lucid and concrete about what you expect in terms of results.
- Being the ever present guardian: Yes guidance is desirable. Even commendable. But once you delegate duties and lay down your explicit expectations, it is time to move back a few paces and give your employees creative license. Without this freedom they would never develop accountability for the project and get annoyed by your frequent ‘progress check requests’.
- Communicating in Installments: Communicating your requirements in installments is a sure fire way to annoy your team. This forces them to change tracks frequently and abandon progress while trying to accommodate your requests. Take some time out to capture everything you have on your mind regarding a particular project milestone and then convey all of it in clear written communication or over a meeting.
- Being the chit chatter: Overfriendliness may be construed as needless distraction sometimes, especially if someone is on a strict deadline. Hold back your desire to engage in chat with them if you feel that the person in question is trying to focus on an important task. Respect their personal space and allow them to put their work first.
- Not sending approvals on time: Approvals are critical to any project’s progress as they are connected to the delivery of subsequent milestones. It is better to clean up your act of holding approvals because that could give an impression as someone who doesn’t consider the schedules and appreciate the efforts of their direct reports.
- Loudly disseminating criticism: Performances may dip from time to time. Your team may have days when they fall short of meeting your expectations. Constructive criticism at these times is important. But make sure it is offered privately, on a one-on-one basis. Failing to do so humiliates your employees and undermines their loyalty towards the company.
- Being the nag: Do you complain a lot in front of your team? As a manager you must have impeccable judgment and should know where and how to vent your frustrations. Doing so in the presence of your direct reports destroys trust and generates misgivings where your integrity is concerned.
Words are powerful. And how they are used is very important. Communicate in a way that gives your subordinates a valid reason to come to work expecting guidance without nagging and clear instructions as to their role in the scheme of things. For effective communication within your team, try Teamchat messaging app. For a free demo, click here.