Managers demotivate their employees with certain statements. And not only if they brag about their scores at Bizzo Casino. A good manager is characterized by a sense of responsibility, compassion and understanding, but also by a healthy degree of severity. But bosses are only human, of course, and they boil water just like everyone else. Managers should therefore avoid certain statements when talking to their employees or formulate them differently.
WHY IS “BUT” A NO GO?
Sentences in which you use the word “but” are usually associated with doubt. But what is wrong with that? It is simple. Now imagine that an employee comes to your office and either wants to suggest a new idea or asks you for something. You realize, however, that the suggestion or request is not feasible for you in this form. However, many managers would like to avoid saying this directly to the employee’s face and instead water down their answers.
So you often hear the phrase, “That is a good idea, but …” and that is where the sticking point lies. You are raising your employee’s hopes with this statement that their idea or request will be implemented, even though you don’t think it is a good one, and that is counterproductive. Instead, try to communicate clearly and let your employee know that you do not like his or her idea and that there are still some improvements to be implemented if this is the case.
WHAT OTHER THINGS TO AVOID
“This will only take a few minutes”
You know the drill, and you’ve most likely done it yourself. You ask one of your employees for a favor or trust them with a task. When you do this, you often hear the phrase, “Why do not you just do it quickly, it will only take 2-3 minutes.”
But why do so many managers like to use this statement and what is the problem? The reason is quite simple and is: motivation. But the opposite is the case. The problem is not the time, but the wording. By saying that this will only take a few minutes, you are telling the other person that you do not want to do this task and that you have better things to do.
The conciseness and importance of the execution falls by the wayside. Your employee does not feel important and has the feeling that you are simply dumping unpleasant tasks on him.
You should encourage and motivate your employees in a different way. The importance of a task does not always have to be defined by its duration. It’s much more about the impact that this task brings with it. This is exactly where you should start in order to motivate your employee to complete the task. Explain calmly and objectively why this task is particularly important for the company and where the meaning behind this task lies. Employees feel needed and that they are making a difference by completing this task.
“We do it this way because I am the boss”.
Employees of a company hear such or similar sentences more often from their superiors. However, you should always avoid this statement as the boss. By such or similar sentences you give your employees the impression that you place yourself above them and that you have no conclusive arguments why certain tasks should be solved in this way.
After all, just because you are the boss does not mean you are flawless. As mentioned earlier, leaders are only human, too, and people are known to make mistakes. A good leader admits to these and also listens to the advice of their own employees.