It’s How Employees are Treated

There are many articles and blog posts about the traits of, good leader verses bad leader or good boss verses bad boss. While most content is relevant, there is a universal tone that filtrates throughout the World that people want be treated a certain way by a boss.

With all this information on leadership, you would think people in supervisory roles would know employees hate an authoritarian environment. Providing psychological and moral support is one of the basic dimensions of great leadership—it is also a ‘sine qua non’ of organizational quality-of-work-life.

Some organizational leaders selfishly promote what they have done without understanding what matters to employees—this self-admiration and know-it-all attitude blinds their vision. Some leaders think profits are most important, and unfortunately, they communicate that message to employees.

They are so in-touch with production velocity that they actually forget who drives output. They direct and control employees by using fear and intimidation tactics. Verbal attacks such as blame, ridicule, or shaming are common practices of such leaders. They use favoritism to ‘piss-off’ those who do not conform or bow-down to their self-serving rules.

Bewildered and confused, it is at this time that leaders cannot quite figure-out why employee performance never improves or why employees leave.


The style of leadership determines the amount and quality of employee contributions and involvements toward organizational goals and objectives. Leaders set the tone by deliberately engaging in behaviors that inspire employees—consider some examples.

Great Leaders:

*Provide opportunities that will develop confidence and strength—for all employees, not just a select few.

*Encourage employees in decision-making and problem-solving—and expect them to succeed.

*Spends ample time with all employees to give recognition, praise, or attention.

*Builds trust and respect by developing a supportive and caring work environment.

*Creates a sense of purpose and meaning by clearly demonstrating how employee contributions relate to the companys’ vision.

*Perceives each employee as important, having unique talents and traits that are significant and valuable.

*Creates a sense of belonging by encouraging participation and self-expression, and by aligning common interests and aspirations.

*Firmly believes in each employee as competent to perform the necessary tasks for business success.

There is much data on the positive correlation between happy employees and employee productivity. Morale, a basic dimension of business, is a sense of well-being and satisfaction, and when experienced inside the workplace, employees will project these positive attitudes into work-related activities.

They will have the courage, discipline, and willingness to overcome work-related obstacles. And, they will have the enthusiasm and passion to go above and beyond what is expected, to assure the business is growing and profitable.

Hartwig Consulting

© 2019 by Kurt  H Hartwig