Here are 5 signs you have a great boss or even find out if you are being a good boss. From providing feedback and appreciation to not asking unnecessary questions when an employee requests PTO. Consider the importance of positive reinforcement, transparent decision-making, and acknowledging the contributions of the whole team.

Your Boss Doesn’t Ask Questions When You Request PTO

A lot of companies are switching to a universal PTO system vs. one where it’s broken into categories such as “vacation time”, “personal time” or “sick leave”. Generally, when an employee submits a PTO request, they expect to get it. There are still some companies that deny PTO requests based on staffing issues or other important activities. But, that is generally a bad move. Staff look forward to time off. When it is denied for no legitimate reason, that is enough to make someone start browsing online job boards for a better work culture. The worst though, is when a boss asks what the PTO is needed for.

To most employees, work is work and life is separate. For myself, if my boss asked me what I needed time off for, I would question why they needed to know that about my private time. When my staff ask for PTO, I literally never ask why they need it. I always reply with, “fill out a slip and I’ll put it on the calendar.” If they want to share what they are doing, that’s their choice.

Your Boss Checks in Daily to Say Hello

I know many people have been in work environments where the boss rarely says hello or asks how things are going. Therefore, if the boss doesn’t check in, no big deal to them. In fact, they might even prefer it that way. It may also depend on what kind of job one has, too. There are of course many things to factor. Personally, I think it’s unfortunate if one never had a boss they could feel comfortable with doing daily check-ins. Not even a check in to see what they’re working on, but just a simple hello to acknowledge their presence at work or even better, to ask how things are going and if they need anything.

Your Boss Asks for Your Opinion

Being the boss is a tough job with a lot of responsibilities their staff don’t even realize they have. Staff look to their boss to make the hard decisions and steer things in the right direction. Staff won’t always agree with their boss’s decisions and some bosses don’t think staff have the right to know their reasoning. It has been my experience though, that the toughest decisions deserve the most transparency.

Sometimes when I have a hard decision to make, and it isn’t a sensitive or confidential one, I run it by my staff. I see them as an integral part of the organization and I want them to feel their presence and input is valued. That what they say has relevance to the course of the program I direct. In larger organizations, the same effect can be achieved with an anonymous survey if the ability to have a meeting with everyone is logistically impossible or if time is an issue. Whenever possible, I like to explain to staff why their idea won’t work so my decisions don’t seem arbitrary. Or worse yet, like a power trip.

Your Boss Provides Feedback and Appreciation

I think sometimes bosses believe a staff person is expected to follow through on tasks without any feedback or thanks. I have had friends tell me the only time they receive feedback is during a review or if their doing something wrong. It’s so amazing that in this modern era management hasn’t caught on to the concept of positive reinforcement.

If a staff person completes a task for management, they should receive immediate feedback upon review and a simple thanks for doing a nice job. If the task needs tweaking, that’s when the guidance should be offered and a word of thanks upon completion. When I ask my staff to do something after explaining a task, I thank them and tell them I appreciate them and the work they do. I really believe consistent appreciation and feedback goes a long way to create good camaraderie between management and staff.

Your Boss Gives You Credit in Front of Stakeholders

There may be times within an organization where a department or program is commended for the work that’s being done or making a difference on some level. It is during these moments that a boss should thank their staff and not take all the credit. Without their staff doing much of the ground work, the achievement wouldn’t haven’t been attainable. Anytime someone complements the program I direct, after saying thank you I always mention that it’s because the program has such a great team running it. It’s so important to acknowledge the whole team because everyone contributes and without their part the whole wouldn’t come together.

My Vantage Point

I try to incorporate these five examples into my leadership style every day. I am certainly not perfect but, I do try to make sure all my staff feel valued. It has been my experience that staff who feel valued stay longer, solve conflicts and problems faster and more amiably. When everyone feels valued it generally just creates a more pleasant work environment.

Having worked my way up to a director position and experiencing many different leadership styles over the years, I have always been aware of the things that irked me. When I became a boss, I immediately told myself to always be mindful of staff morale. I went forward with the main thought, “How can I show the staff they are valued each day?”.

If you are a boss, how do you let your staff know they are valued?

If you are a staff person, how does your boss let you know you are valued?

From your windows, what’s your vantage points?

Are you working under a micromanager? Commiserate with my experience here.