I worked for 4 months in a private firm as a project analyst; it was a great experience of my life as I got to know practical work life in more detail. Everyone treated me so well which made me love my job in no time. Everyone around me was so friendly and helpful and my boss was known best for hiring right person for a right job. All employees were satisfied from their boss because their team head and boss knew the technique of Contingency theory (Ben, 2011).
I was working in a team of three people who had to communicate with the boss on weekly basis to give feedback of the work that we had performed till that date. Our team lead was good in communicating with us all the details of the project due each week. He was a competent employee who handled his team in a great way. Initially everyone was happy with his leadership style who applied task-oriented approach to get the work done on time. He uses to assign our work regularly with proper details of deadlines. Beside his best leadership approach as per all other members of the team I was not satisfied with my team lead. I felt like he think that we all are robots who should keep on working continuously. He was so much concerned with the quality of work and never forgave the ones who scored below his expectation. Keeping in view his expectations level everybody use to put hard work in all assigned work. He was so happy with the perform of his team because he was being praised by his manager on regular basis.
I am discussing this story to tell that sometimes our team leads or bosses get satisfied with our work but they forget to praise us for our exceptional performance. This is exactly what happened to me while working as a project analyst. Being new in the team required a lot of effort from my side which I definitely put in to get myself in limelight and to be praised for my extra ordinary performance but I was never ever appreciated my performance alas!
I kept on waiting that one day my boss will call me up to appreciate my efforts but my dreams never turned in reality that had always demotivated me to such a level that I resigned after 4 months of torture. I was surprised to see that how everyone was working in such environment where employees are not praised and no concept of bonus was there as no feedback on performance was given to them so there was no question of bonus (Jill, 2010).
My team head autocratic leadership style always demotivated me because getting no praise and appreciation from his side made me feel worthless in the company. Everyone was afraid to raise voice against his behavior because all were worried for their jobs and families. I resigned because I was in a position where I valued dignity, respect, motivation and connections at highest than money (Bowen, 2015).
Do you all think that the choice I made was right? Is tangible support important at job? I would appreciate your thoughts on my blog.
References
Ben. (2011, May 11). http://bensimonton.com/good-vs-bad-leadership/. Retrieved from Ben Simonton: http://bensimonton.com/good-vs-bad-leadership/
Bowen, R. (2015, July 29). What is Autocratic Leadership? Retrieved from Bright Hub: http://www.brighthubpm.com/resource-management/77233-examples-of-companies-with-autocratic-leadership/
Jill. (2010, June 5). The Top Signs of Poor Leadership. Retrieved from Chron: http://bensimonton.com/good-vs-bad-leadership/
This post really made me examine some of the situations that I’ve seen within other companies on how they praise people. I believe that this is an important factor to the way that performance happens in a company. There was one instance in a company where they wanted to improve turn-over rates at little to no-cost. What they did was they simply started giving people positive performance reviews on their work. They would really encourage people and not be negative towards them on scolding them. This did, in fact, decrease the turn-over rate and you saw more and more people loving where they worked. I always remembered this and saw it as very important because turn-over rates can hugely effect a company. If they are experiencing more people quitting, they will have to higher new people. The new people cost them time and money in training and if they make a mistake, that is more money. I always thought that this was something that needs to be looked at within a company because it’s important. Companies need to start realizing how they treat their employees is important for how their company is going to run.
This is what I saw within your company because he was not giving you the positive feedback that you wanted from your job. If you felt that you were performance to a proficient rate and they weren’t seeing it, then it’s not going to be positive. I wonder how many people left your company to this day that you used to know? I especially wonder the reasoning behind why they left because the company needs to take this into perspective. If there is not an adequate leader on duty and they are losing money for the company, then something needs to be fixed.