Why Your Subordinates Lie and What Your Boss Can Do

Your Boss Can Do

A decent leader wouldn’t want his subordinates to lie. But lies are not uncommon. Of course, there are honest and dishonest people, and many people think that they do not lie, cheat, or steal. But decades of research have shown that lying depends not only on personality issues but also on circumstances.

If you don’t create an environment where honesty is ordinary, organizational management will get stuck. If a boss or leader ignores, teases, demotes, or dismisses someone who says they don’t like it, the people working under it are more likely to talk and ambiguous to protect themselves. Expressions will be used. Such an environment creates loopholes and excuses.

To Be Honest, Ron Calucci’s good book, recommends honesty as an individual idea or company value, but you’re hiding. , Points out that the impact is serious. He may have hidden the truth, hoping that it would be good for alleviating anxiety, but people can see it.

The badness of “failure is not allowed.”

One of the words leaders use to boost the morale of their subordinates is “failure is unacceptable.” This may be the right word for living or death situations, but it’s an exaggeration to use it when sales are down or when a significant shift is needed to realize a new strategy. “No matter what you do, you can win.” Unfortunately, countless corporate scandals are caused by the “win whatever you do” attitude, including Volkswagen, GM, Enron, Wells Fargo, and Theranos.

So what should leaders do?

See what is below the surface.

Don’t assume that your company is an honest organization just because one or two of your direct reports aren’t afraid to disagree, but it can be misleading.

Take George, the CFO, who was afraid of his undressed words and deeds. His warlike attitude avoided him, but his boss didn’t know about it. His men were trying to hide various things from George. George had financial data but lacked an understanding of the circumstances and couldn’t prevent a dishonest manager from losing about $ 20 million.

George, of course, blamed those who hid the truth. But the problem was with the CEO. Looking at George’s words and deeds, the CEO misunderstood that he had the temperament to pursue high standards.

Check for yourself

Leaders hear a lot. Some are true, some are misleading, and some are intentional lies. I know it makes me want to conclude what is true and what motivates the person to say, but if you usually spend your time in your office, make a decision. Unfortunately, I have no experience to rely on above.

I often encourage business executives to “become an explorer for their company.” Talk to people, walk around, go to different places and visit suppliers. In that case, act with curiosity. This will give leaders a better understanding of their company.

Stay neutral even if you receive bad reports.

How the leader reacts to the bad news depends on whether others reveal or hide the problem. Even if you don’t yell at or hurt your subordinates who have reported your concerns, they can demoralize your subordinates.

If the leader’s reaction is “not in my heart” or cold, I will message that it is not worth raising concerns to this person. The best way to react is to calmly think about the cause of the problem and not criticize it until the responsibility is clear.

Respect those who have raised concerns

Fear of shame in public is a significant cause of mistakes that would otherwise be avoided. Studies of the hospital’s work environment have clearly shown that if doctors ignore the opinions of nurses and staff, the treatment of patients will be adversely affected. The same applies to other areas. An arrogant person, even if successful for some time, is not a great leader.

If you find a problem, deal with it resolutely

Violations of regulations and basic ethical norms, such as theft, lies, rule violations, and terrible attitudes towards colleagues, can create a great deal of guilt and shame during the “first offense,” but that sensation can diminish. many. If the wrongdoing is not revealed, it is more likely that it will be repeated.

Even a very good leader cannot know everything that is happening in the company. Therefore, it is very important to establish a strong and ethical corporate culture. By doing the above five things, leaders can understand their company, get valuable information, improve relationships and build trust. This is necessary for people to be able, to tell the truth to their leaders.

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