10 Ways Bosses Show Disrespect: Mastering the Fine Line

Shaping the Workplace Climate

In the workplace, the dynamics between a boss and their employees significantly influences the overall workplace climate.

But what is ‘workplace climate?’

Also referred to as ‘organizational climate,’ it is the overall atmosphere encompassing the attitudes, company values, and behaviors of employees, as well as the physical and social workplace environment1. It affects how well company goals are met and reflects employee motivation with positive and negative effects on people’s behavior in the workplace.

How leaders show up with their employees shapes the climate daily. Just like the weather and the kind of front moving in, the mood of the leader ripples through the organization in a heartbeat, impacting the attitudes and behaviors at every level.

Understanding how the temperature can change quickly represents that fine line between respect and disrespect and how crucial it is for leaders to model the way to, in turn, expect it back from employees.

This edition of ‘Decoding Conflict’ dives into the behaviors that delineate a good boss from a bad boss, and how mastering this balance can lead to a healthier, more productive work environment, not to mention your own individual health and well-being.

What kind of leader do you want to be? If your goal is to be influential, shaping the development and well-being of those who follow you, and creating a workplace where people want to be, here are TEN behaviors to turn around! YOU have a choice to make a difference!

Are You a ‘Good’ Boss or a ‘Bad’ Boss?

I challenge you to take a close look at each of the ten items. Check (√) off if you see yourself as a ‘good’ boss or a ‘bad’ boss – let’s be honest – it’s a time for self-reflection and self-determination on how you show up with others!

#1 Lack of Communication

□ Strong leaders know that clear, consistent communication is the backbone of a healthy workplace.

□ A bad boss is absorbed in their own stuff, often leaving their team in the dark, creating an environment filled with uncertainty and speculation.

Actionable tip

• Implement regular check-ins or touchpoints: Schedule short weekly or bi-weekly one-on-one meetings with each team member to discuss ongoing projects, address any concerns, and provide feedback.
• Example: If a team member seems overwhelmed, address it at your next check-in. Say, "I've noticed you're quite busy. Let's prioritize your tasks to manage your workload better. I'm here to help and know that you can turn things around with some support."

#2 Micromanagement

We’ve all heard it and experienced it: “walking on eggshells.”

□ Having someone second-guessing you, questioning your every move, finding fault with what you’ve done (even when you’ve followed their direction), stifles creativity and growth, making employees feel undervalued and not trusted.

□ In contrast, good bosses empower their teams, creating a culture of trust and independence, and encouraging innovation, initiative, and personal growth.

Actionable tip

• Set clear goals, step back, and schedule regular check-ins for support and feedback. This builds trust, empowers your team, and sends a message that you care.
• Example: After setting a goal for efficiency, a team member independently boosts project speed. Instead of intervening in every decision, you monitor progress unobtrusively. Praise their initiative at the next check-in: "Your new process improved our project speed significantly. Excellent initiative and result!" This promotes trust and autonomy.

#3 Public Criticism

□ Being called out in front of others is a sure-fire way to erode trust and confidence. Public criticism damages morale and trust.

□ Respectful leaders offer private feedback to foster growth and maintain a positive environment.

Actionable tip

• Lead by example by demonstrating respect and professionalism in all interactions, setting a standard for respectful communication throughout the team.
• Example: When a team member exceeds expectations by meeting a tight deadline, acknowledge their effort promptly. Say, "Your dedication is commendable. Your hard work contributes greatly to our success."

#4 Ignoring Employee Contributions

□ Bosses who ignore employee contributions demotivate their team. Bosses who take credit for their employees’ work quickly lead to a loss of respect and a reputation damaged in the eyes of those employees.

□ Good bosses value and acknowledge their team's efforts, fostering a positive work environment. Acknowledgement of employee contributions, no matter how big or small fuels morale and productivity.

Actionable tip

• Regularly schedule time to recognize and appreciate your team's contributions, whether it's through verbal praise, written notes, or small tokens of appreciation.
• Example: When someone excels in resolving a difficult client issue, acknowledge it promptly. For instance, say, "Excellent job managing that client situation today. Your critical thinking skills were outstanding!"

#5 Favoritism

□ When a boss shows preference for certain employees over others, it creates a toxic environment where fairness and meritocracy are ignored.

□ Leaders should strive to treat all team members equally, recognizing and rewarding based on merit rather than personal biases.

Actionable tip

• Review decisions for fairness. Use objective criteria and encourage open communication to address concerns.
• Example: A team member excels. Acknowledge it promptly. Say, "Great job on the project. Your dedication made a real difference."

#6 Inflexibility

□ A bad boss refuses to budge from their way of doing things, stifling innovation, and growth.

□ Good bosses embrace change and consider alternative viewpoints, fostering a dynamic and adaptable work environment.

Actionable tip

• Encourage your team to share their ideas and perspectives openly. Create a culture of psychological safety where innovation is valued, and employees feel empowered to propose innovative approaches or solutions.
• Example: When a team member proposes a new idea, immediately acknowledge their contribution. Say, "Thanks for suggesting an alternative perspective and approach. Let's keep talking and explore it further."

#7 Overworking Employees

□ Good bosses prioritize work-life balance and respect their employees' time.

□ On the other hand, bad bosses often demand excessive hours and fail to recognize the detrimental effects of burnout on productivity and morale.

Actionable tip

• Implement flexible work hours or remote work options to allow employees to manage their workload and personal commitments more effectively. Encourage them to take breaks and use their vacation time to recharge and prevent burnout.
• Example: When you see a team member putting in extra hours, acknowledge their effort immediately. Say, "I've noticed your hard work to meet deadlines. Thank you for your dedication. Let’s make sure you’re also taking care of yourself

#8 Lack of Empathy

□ Good bosses understand the importance of empathy in the workplace. They take the time to listen to and understand their employees' perspectives, showing genuine concern for their well-being.

□ A lack of empathy from a boss can make employees feel undervalued and disconnected, leading to low morale and decreased productivity.

Actionable tip

• Implement flexible work hours or remote work options to allow employees to manage their workload and personal commitments more effectively. Encourage them to take breaks and use their vacation time to recharge and prevent burnout.
• Example: Someone is struggling personally, affecting their work. A good boss would express understanding and offer support, saying, "I've noticed your stress. I'm here to help adjust your workload or find solutions." This simple act of empathy boosts morale.

#9 Undermining Employee Autonomy

□ Bad bosses don't trust their team. They micromanage, stifling creativity and eroding trust.

□ Good bosses create space for employees to take risks and try new things.

Actionable tip

• Empower your team by giving them autonomy to make decisions and take ownership of their work. This builds trust, boosts morale, and increases productivity.
• Example: Suppose a team member independently managed a tough task, showing strong problem-solving. Instead of waiting for a review, promptly praise them: "I saw how you handled that challenge. Your initiative and skills were impressive. Excellent job! That’s the kind of initiative that keeps our organization moving forward."

#10 Inconsistency in Behavior and Policies

□ Inconsistency breeds confusion and erodes trust. A boss who constantly changes behavior and policies creates uncertainty and undermines team morale.

□ Clear and consistent leadership fosters stability and trust among employees, enabling them to perform at their best.

Actionable tip

Regularly review and communicate changes in behavior or policies with your team. Consistency in leadership builds trust and clarity, fostering a more productive work environment.

Example: A team member consistently exceeds expectations on projects. Instead of waiting for a formal review, publicly acknowledge their efforts during a team meeting. Say, "I want to recognize [Employee's Name] for delivering exceptional work consistently. Your commitment sets a high standard for the team. Keep it up!" Additional tip: make sure your employee is comfortable with this type of public recognition.

Disrespectful leadership can profoundly impact the workplace, leading to decreased employee engagement, higher absenteeism, and a reduction in the ability to attract and retain talent. Leaders play a crucial role in shaping the workplace environment. Prioritizing stress management, physical and mental health, and establishing supportive relationships can enhance resilience against workplace disrespect.

Fostering a culture of respect involves acknowledging the dignity and uniqueness of each team member and their contributions. This approach significantly enhances individual and organizational performance, providing a competitive edge.

For employees, identifying disrespectful behaviors accurately paves the way for effective strategies for managing and responding to disrespect. It also includes recognition that such behavior reflects more on the perpetrator than the victim. Addressing it head-on with care and compassion, firmness, and fairness, while supported with documentation, leads to repair and restoration of challenged relationships for improved cooperation and collaboration.

Respectful workplace climates emerge when organizations implement clear codes of conduct that outline expected behaviors and establish mechanisms for reporting and addressing disrespect. This includes education and training initiatives on disrespectful behaviors, their impact individually and organizationally, and a set of strategies to transform confrontations into conversations of resolution.

Understanding and addressing the signs of disrespectful leadership can transform the workplace from a source of stress to a space for growth. By modeling and fostering respect, communication, and recognition, leaders are in the position to cultivate an environment positively and influentially where everyone prospers.

If you found yourself checking any of the ‘bad’ boss attributes, view this as an opportunity to grow from adversity into a position of integrity, credibility, and likeability to shape a workplace climate filled with growth, initiative, and commitment.

Resources:

Full Sail Leadership Academy

Institute For Safe Medication Practices

Proffitt Management Solutions, Inc.

The Impact of Leadership on Productivity, Business Leadership Today

Dr. Debra Dupree, the MINDSET Doc, transforms challenging confrontations into learning conversations, taking the ‘sting’ out of conflict. She saw her own family-owned business embroiled in differences, leading to dashed dreams, damaged relationships, and broken hearts. She turned these early experiences into a lifeline for smart people who fear conflict by bringing in the brain science behind blow-ups and emotional reactions.

People need to work, but life doesn't always feel 'psychologically safe'. Dr. D works with leaders and organizations to build climates of courage and curiosity to set the tone for meaningful and positive workplace engagement. Dr. Debra is a Dispute Resolution Specialist, Conflict | Leadership Coach, and International Trainer | Keynote Speaker. She hosts the podcast ‘Decoding the Conflict Mindset’ to bring thought leaders to people just like you.