No matter what they say, everyone wants to be gifted a mug that reads “World’s Best Boss.” Whether they’ll admit it or not, the feeling of being celebrated as a great boss is a powerful draw. Set feelings aside, those in leadership positions are tasked with making sure the people on their team are happy; and as we’ve learned in recent studies, this task is hard to separate from being a boss people like. 

In the past, it was a boss’s only job to make sure their team performed well. There was little appeal to being liked and respect was demanded instead of earned. But speeding up to the 21st century, the impact of the boss on company culture has become pivotal to attracting and retaining top performers and; even more importantly repelling and dissuading them. 

Leadership, engagement, and retention expert Joe Mull explains “People don’t quit their jobs; they quit their boss.” After researching over 200 studies on why people quit their jobs and find new ones, Mull has discovered that the leading cause of leaving is a bad boss. He tells us direct supervisors have the most influence on an employee’s perception of their job and while a great boss can inspire high performance, a bad boss can be the reason someone talented quits. 

What Makes a Bad Boss?

In the new, highly competitive workforce the old archetypal boss is dying out. Most of us have worked with one of them before; they’re tyrannical, micromanagerial, exclusionary, and withholding—all exacerbated by their low emotional IQ. They prioritize their success above yours and the team’s success and they may even stoop to gaslighting.  

These bad bosses are much less prevalent in today’s work landscape, but that’s not to say that even good bosses may exhibit some of these traits. Mull says people tend to make excuses for their bad behavior, but while this generation of leaders is wrestling with a Covid upheaval of the norm, last generation’s leaders were grappling with email and fax machines. There’s always some big challenge looming over the corporate world, and it’s every leader’s job to create strong guiding principles for themselves and lean on their values when times get tough.

So, what makes a great boss and how can you become one? 

• Build Trust

The most important thing a leader can do is build trust within their team. Trust within a team is critical for effective leadership, as it forms the foundation for collaboration, open communication, and overall team success. When team members trust their leader, they are more likely to feel secure in expressing their ideas, taking risks, and contributing to the collective goals of the group. Additionally, trust minimizes conflict and enhances cooperation, as team members believe in the leader's intentions and competence, resulting in increased morale and job satisfaction. 

To build trust within a team, a leader must demonstrate authenticity and consistency in their actions and decisions. While listening actively to team members' concerns and feedback, and incorporating their input when possible, demonstrates a leader's commitment to collaboration, there’s a bigger piece to the trust puzzle. A leader must be selfless. Your team needs to see you as someone who puts their needs before your own. That can look like being the one to take on a late night rather than pawning it off on an employee. Or it can be shouldering the burden of a project gone wrong. After all, as a leader, your team’s success as well as failure is your own.

• Be a Mentor

Mentoring within your team is a crucial aspect of leadership that goes beyond managing day-to-day tasks. Through mentorship, a leader can provide guidance, share valuable insights, and help individuals navigate their career paths. When employees feel as though they have someone coaching and mentoring them, not only do they grow professionally from your guidance, but they’ll often feel inspired to begin seeking out avenues for growth on their own as well. Mentorship from a leader empowers team members to develop their skills, overcome challenges, and achieve their full potential. Moreover, mentoring contributes to a positive team culture, as it builds a sense of camaraderie and loyalty among team members.

Being a good mentor involves a combination of empathy, active listening, and a commitment to the development of others. A successful leader creates a supportive and open environment where team members feel comfortable seeking advice and sharing concerns. This can look like establishing clear communication channels, setting aside dedicated time for mentorship interactions, and tailoring your guidance to support their needs is crucial. The most important part of mentorship is leading by example. Those who view you in this light will watch your actions just as much as they listen to your advice.

• Always Advocate 

Advocating for a team is key to establishing a sense of support, loyalty, and empowerment among team members. A leader who actively champions their team will not only get results (if you never ask, you’ll never receive) but also makes their employees feel valued and motivated. Advocacy involves promoting the team's achievements, acknowledging their efforts, and ensuring that their contributions are recognized within the organization. It also means being the mouthpiece for your team’s wants and needs. By advocating for resources, opportunities, and recognition on behalf of the team, a leader will build trust and add meaning to an employee's experience. Furthermore, effective advocacy helps remove obstacles that may hinder the team's success, allowing them to focus on their core responsibilities and excel in their endeavors.

To best advocate for your team, leaders should first actively listen and understand the needs, goals, and challenges faced by team members. Open communication channels are essential, as they enable leaders to gain insights into the team's dynamics and individual aspirations. Transparently sharing the team's successes and capabilities with higher management or stakeholders is a powerful advocacy tool. Additionally, a leader should actively seek opportunities for professional development and training for their team, demonstrating a commitment to their growth. When challenges arise, it’s the leader’s job to address them, ensuring that the team feels supported and capable of overcoming obstacles. Ultimately, a leader who consistently advocates for their team establishes a collaborative and trusting relationship that contributes to both individual and collective success and makes their employees feel seen, heard, and supported.

While bosses across the board are making strides towards being a great boss (and thankfully distancing themselves from being a bad boss), there’s always room for improvement. Take these 3 tips from thought leader and keynote speaker Joe Mull into consideration and find an area you want to strengthen to become a great boss in 2024.