Having a nice and good leader is the dream of every employees, and who knows they might voted you as their favorite leader all the time. However, sometimes being a nice and good leader brings other issues for yourself: employees are taking you for granted.
While we’re pretty sure that you know how it looks like, let us give you an example.
A retail manager is known for being kind and approachable, always willing to help employees with their questions or concerns. They often go out of their way to make sure that everyone is comfortable and happy in the workplace.
Despite their friendly nature, the manager may struggle to hold employees accountable for meeting performance expectations. For example, they may not enforce the store’s dress code, or they may not provide regular performance evaluations. As a result, some employees may become complacent and not take their job responsibilities as seriously as they should.
On the other side, being a bad leader could increase the resignation rate of your employees and there’s a chance that you will receive tons of bad feedbacks from them. So, how can a leader be good and respected in the same time?
The Root Cause
A nice leader is often viewed as someone who is kind, approachable, and easy to work with. They may not be seen as having a strong or assertive leadership style, and may be taken for granted by their employees as a result. There are several reasons why this may happen.
1. Productivity
First, when employees feel comfortable and secure in their work environment, they may not feel the need to work as hard or be as productive. A leader who is too nice may not be able to effectively hold their team accountable for meeting expectations and goals, which can lead to complacency among employees. They may assume that the leader will always be there to support them, regardless of their performance.
2. Decision
A nice leader may not be perceived as having the ability to make difficult decisions. When a leader is seen as too nice, they may be viewed as someone who will always avoid confrontation and make decisions based on what is popular or easy, rather than what is best for the organization. This can lead to a lack of respect and trust from employees, who may assume that the leader is not capable of making tough decisions.
3. Direction
A nice leader may not be able to provide clear and effective direction to their team. When a leader is too nice, they may avoid giving clear instructions or providing constructive feedback, which can lead to confusion and lack of direction for employees. This can cause employees to become disengaged and demotivated, which can ultimately lead to a lack of productivity.
4. Sense of Urgency
A nice leader may not be able to create a sense of urgency among employees. A leader who is too nice may not be able to create a sense of urgency among employees to meet deadlines and reach goals. When employees do not feel a sense of urgency, they may become complacent and assume that they have more time to complete tasks.
The Balance of Being Nice and Authority
Despite these challenges, it’s worth noting that being a nice leader does not mean that a leader is weak or ineffective. In fact, a leader who is able to balance being nice with being assertive and decisive can be very effective.
A leader who is able to create a positive work environment, while still holding employees accountable for their performance, can create a culture of high performance and engagement.
Can a Leader be Both Nice and Respected at The Same Time?
Yes, a leader can be both nice and respected at the same time. It is possible for a leader to be kind and approachable, while still being assertive and decisive.
In fact, a leader who is able to balance being nice with being assertive and decisive can be very effective. This type of leader is able to create a positive work environment, while still holding employees accountable for their performance.
They are able to communicate expectations clearly and provide constructive feedback, which can lead to a culture of high performance and engagement among employees.
A leader who is able to create trust, respect and positive relationships with their employees can create a positive work environment, where employees feel valued, heard and motivated. When employees feel positive and respected by their leader, they are more likely to be engaged in their work and committed to achieving the goals of the organization.
To be a nice leader that people do not take for granted, it is important to find the right balance between being approachable and empathetic, and being assertive and decisive. Here are a few strategies that can help:
1. Communicate Expectations Clearly
Be clear about what is expected from employees in terms of performance, behavior, and expectations. Communicate your expectations in a way that is easy to understand and make sure that your team understands what they need to do to meet them.
2. Hold Employees Accountable
Hold your employees accountable for meeting performance expectations and set consequences for not meeting them. This will help to ensure that employees take their responsibilities seriously and work towards meeting organizational goals.
3. Provide Regular Feedback
Provide regular feedback to your employees about their performance, both positive and negative. This will help employees understand where they stand and what they need to improve on.
4. Lead by Example
Lead by example by setting the standard for behavior and performance. Show your team that you are willing to work hard and hold yourself accountable for meeting expectations.
5. Foster a Positive Work Environment
Foster a positive work environment by being approachable and empathetic, and by creating opportunities for employee engagement and development.
6. Be Assertive When Necessary
Be assertive when necessary, for example if an employee is not meeting expectations or if there is a conflict that needs to be addressed. Avoiding difficult conversations will not help to solve the problem and it may lead to more serious issues.
7. Reward and Recognize Good Performance
Reward and recognize good performance, this will help employees to understand that their hard work is valued and it will motivate them to continue working hard and meeting expectations.
Set a Line Between “Nice” and “Pushover”
It’s important to note that being nice doesn’t mean being a pushover or avoiding difficult conversations. A leader who is approachable and empathetic, but also has the ability to set boundaries, give clear instructions and hold their team accountable for meeting expectations, can be respected and effective.
It’s about finding the right balance, and being able to hold your team accountable for meeting expectations and goals while also fostering a positive work environment and positive relationships with your employees.
A leader can be both nice and respected at the same time. It’s about finding the right balance, and being able to hold their team accountable for meeting expectations.
Learn From Success Story
John work as manager in technology company. He is known for being approachable and easy to work with, always willing to listen to employee’s concerns and ideas. He create a positive work environment by encouraging teamwork and collaboration.
However, John also set clear expectations and hold employees accountable for meeting them. He provide regular performance evaluations and give clear instructions on what is expected of their team. He also set consequences for not meeting expectations and follow through with them.
For example, John may have a strict deadline for a project, and he make sure that the team understands the importance of meeting that deadline. He also provide regular progress updates and offer support to team members who are struggling to meet the deadline. When the project is completed on time, he reward and recognize the team’s hard work and effort.
Additionally, this leader fosters a culture of continuous learning and development. He provide training and development opportunities for employees, and encourages them to take ownership of their own career development. John also create a culture of open communication and transparency, which helps employees to understand the company’s goals and strategies and how their work contributes to the organization’s success.
As a result, employees view this manager as a leader who is approachable, supportive and understanding, but also holds them accountable for meeting expectations and encouraging them to grow professionally. They do not take this leader for granted and are motivated to work hard and meet the organization’s goals.
