My boss says I am "TOO nice" what can I do?

Question

She feels employees get away with too much.

Answer 1

"Too nice" means you need to be stricter or unaccommodating and be assertive.

It means making a Brutus out of you.

Answer 2

Ask her for specific performance metrics that she'd like to see your employees held to (make x # of parts per hour, resolve x number of customer calls, 100% register accuracy, or whatever might apply.)

Once you've gotten that info and have a mechanism in place to track it, inform your employees of the performance standards that are in place and that this is how they will be measured from now on. Let them know what the consequences will be for non-performance (verbal warning, write up, demotion, whatever.)

Then do as you said you would - track performance and hold people accountable for meeting those standards. If they meet them - your boss can't say anything to you since she's the one who helped establish the metrics. if they don't meet them - you don't have to worry about being "too nice" or "too mean" because the employee knew how they would be measured and what the consequence would be for non-performance, and so should not be surprised if you take adverse action.

Clear standards and performance management go a loooong way toward becoming an effective leader. Good luck!

Answer 3

She probably means that you are not assertive enough.You should hold people responsible for their actions.It's a business,and should be run as such. Don't let employees walk all over you. Remember, you are the one who is judged by your boss,when your employees aren't doing what they are supposed to do.You are in charge to make sure that the job is being done in the most efficient way possible.You just have to make sure that the rules are followed.Let your employees know that it's not personal.....it's business. It's good to be friendly with your employees, but business is business.Don't let friendship interfere.

Answer 4

That depends on what they are "getting away with". If you are responsible for productivity and they are not meeting expectations then perhaps you are more concerned with how much they like you rather than how well they perform for you. This is a common area of opportunity for improvement with newer managers, especially if you are now managing people who were once your peers.

That doesn't mean that you have to become something you're not. It simply means that you have to evaluate how you relate to the people you supervise. See yourself as a team leader, not a co-worker. Set goals with the group and solicit their input on how to achieve those goals. Follow up to ensure everyone is contributing and following through. Hold people accountable and counsel those who aren't making the grade. If they see your wish is to assist them in being a valued part of the team, they are more likely to make the attempt to measure up.

Be aware that some people will try to take advantage of a friendship to let things slide and be prepared to deal with it in a positive manner.

Understand that their performance is a direct reflection on your abilities; their successes reflect well on you, their failures reflect badly on you. Praise in public, offer constructive criticism in private. Follow thorough on commitments and expect others to do the same.

Answer 5

I used to be the same way. I've had to learn to "read" people. It's not easy, but it helps to weed out who is trying to take advantage of you. Also get some of your other co-workers help in this. A second pair of eyes always helps.

Answer 6

Get an edge. Be suspicious. And ask her what she wants you to do specifically.

Answer 7

Tell her she's a nasty piece of work, slam the door and go back and fire someone!

Answer 8

well if they cant handel nice than there doing a bad job

Answer 9

start punishing people for doing things badly.

Answer 10

HAHAHAH! What? Um, hit her really hard, maybe that will change her opinion.