As leaders, we all strive to maintain composure, patience, and professionalism in the workplace. However, there are moments when even the most composed among us can feel the heat rising. I recently found myself in such a situation, feeling an overwhelming surge of frustration towards a junior colleague who consistently displayed a lack of urgency in their work despite numerous reminders, discussions, and mentorship sessions. This experience prompted me to reflect deeply on the phenomenon of why bosses snap and the underlying factors that contribute to it.
First and foremost, it’s essential to acknowledge that bosses are human too. We experience a myriad of emotions just like everyone else, including stress, frustration, and disappointment. While we strive to maintain a professional demeanour, there are times when the pressure becomes too much to handle, leading to moments of snapping or losing our cool.
One of the primary reasons why bosses snap is a sense of repeated disappointment or frustration. In my case, seeing a junior colleague consistently fail to meet expectations despite receiving guidance and support can be incredibly disheartening. It’s natural for bosses to invest time and energy into mentoring and coaching their team members, with the expectation that they will demonstrate growth and improvement over time. However, when progress is minimal or non-existent, it can lead to feelings of frustration and exasperation.
“One of the primary reasons why bosses snap is a sense of repeated disappointment or frustration.”
Moreover, bosses often face immense pressure from various stakeholders, including clients, upper management, and shareholders. We are tasked with balancing competing priorities, meeting deadlines, and delivering results, all while managing a team and navigating internal dynamics. This pressure cooker environment can exacerbate stress levels, making it easier to reach a breaking point when confronted with additional challenges or setbacks.
Another contributing factor to why bosses snap is a lack of communication or transparency within the team. Effective communication is the cornerstone of any successful organization, and when team members fail to communicate openly and honestly, it can lead to misunderstandings, conflicts, and ultimately, frustration. In my situation, despite multiple reminders and discussions with the junior colleague about the importance of meeting deadlines and demonstrating urgency, there was a disconnect between expectations and actions.
Furthermore, the dynamics of power and authority in the workplace can also play a role in why bosses snap. As leaders, we are entrusted with the responsibility of managing and guiding our teams, which often requires making difficult decisions and holding others accountable for their performance. However, when team members take advantage of our goodwill or attempt to manipulate the relationship by playing the “friendship card,” it can strain the professional boundaries and lead to feelings of resentment.
“As leaders, we are entrusted with the responsibility of managing and guiding our teams, which often requires making difficult decisions and holding others accountable for their performance.”
Both bosses and employees need to recognize the importance of maintaining a professional relationship grounded in mutual respect and accountability. While it’s natural for colleagues to develop friendships in the workplace, it’s crucial to separate personal relationships from professional responsibilities. Taking advantage of a boss’s goodwill or attempting to manipulate the relationship for personal gain can erode trust and damage the working dynamic.
So, how can we prevent bosses from snapping and cultivate a positive and productive work environment? Here are a few strategies to consider:
- Establish clear expectations: From the outset, ensure that all team members understand their roles, responsibilities, and expectations for performance. Set clear goals and deadlines, and provide regular feedback to track progress and address any issues that arise.
- Foster open communication: Encourage a culture of transparency and open communication within the team. Create channels for feedback and dialogue, where team members feel comfortable expressing their concerns, ideas, and suggestions without fear of judgment or reprisal.
- Lead by example: As leaders, it’s essential to model the behaviour and values we wish to see in others. Demonstrate professionalism, integrity, and resilience in the face of challenges, and strive to maintain a positive attitude even in difficult situations.
- Provide support and resources: Ensure that team members have the necessary support, resources, and training to perform their jobs effectively. Offer mentorship, coaching, and professional development opportunities to help individuals grow and succeed in their roles.
- Address issues promptly: If issues arise within the team, address them promptly and directly, rather than allowing them to fester and escalate. Have candid conversations with team members about performance expectations, behaviour, and any concerns that may arise.
- Cultivate a culture of accountability: Hold team members accountable for their actions and performance, while also taking ownership of your own responsibilities as a leader. Encourage accountability at all levels of the organization, and recognize and reward individuals who demonstrate excellence and commitment.
While bosses may occasionally snap under pressure, it’s essential to understand the underlying factors that contribute to these moments and take proactive steps to prevent them.
Remember, good bosses are not to be taken advantage of, and playing the friendship card in the workplace can have detrimental effects on professional relationships and performance. Let’s work together to foster a culture of respect, collaboration, and excellence, where everyone can contribute their best and achieve success.
