10 Things That Can Happen When You Have an Executive or Manager Who's Out-of-Control
By: Susan Dunn
|Susan Dunn, The EQ Coach, coaches individuals and executives in emotional intelligence, and offers workshops, presentations, trainings, Internet courses and ebooks. She is a regular presenter for the Royal Caribbean and Costa cruiselines. Visit her on the web at www.susandunn.cc and mailto:firstname.lastname@example.org for FREE ezine.
41% of US workers report having witnessed or experienced incidents of yelling
and verbal abuse in the work place. Nearly 30% report having done this
themselves. What's the result? Companies are referring executives and managers
for Emotional Intelligence training. If not, here's what can happen.
- The executives and managers make poor decisions and use poor judgment because
their thinking is clouded by emotion.
- They lose credibility and respect which makes them ineffective as leaders
- Employees are more stressed, take more sick leave (“absenteeism”), or come
in sick and get little done (“presenteeism”).
- Productivity goes down due to low morale, and the “hijacking” that occurs
when employees are yelled at, maligned and verbally (and nonverbally) abused
– or witness it.
When hijacking occurs, the employee is flooded with emotion and can't think.
- The company gets a reputation for being a bad place to work.
Good employees leave. Good people don't apply. This has a huge negative
impact on the future of the organization.
- Communication is poor.
Deadlines are missed and work product is low because fear and anger cloud
the emotions and employees can't process information clearly. Seeing superiors
modeling low EQ, employees resort to this themselves, gossiping and spending
time dealing with the emotional challenges rather than working productively.
- The toxic environment generates fear and mistrust which in turn produce
rigidity and decreased ability to generate alternative solutions to problems,
decreased ability to apply creativity to work problems, and resilience
in the face of challenges.
- The executive or manager fails to get the feedback they need, because employees
are afraid to deliver bad news, or sometimes even to communicate at all.
Because each employee wants to be out of the line of fire, a culture of
shame and blame, silence and intimidation develops. The focus becomes CYA,
not fixing problems and moving forward.
- Burnout increases.
Worn down by a toxic environment, employees lack the resilience and optimism
needed to be change-proficient in today's fast and constantly changing
workplace. On-the-job accidents may increase as focus is lost.
- The potential for costly lawsuits increases.
Studies show that juries in lawsuits (who are themselves workers just temporarily
serving jury duty) believe this abuse exists, expect companies to have
policies and procedures in place to deal with harassment and bullying,
and expect them to take action on incidents which are reported. If a program
is put into place only after an incident has occurred or a lawsuit has
been filed, jurors aren’t fooled, and they have a chance to express their
displeasure during the damages portion of the trial.