Experts explained the harm of dominant managers for business
The manager's communication style directly affects the loyalty, motivation, and mental health of the team. Constant monitoring and monologues of the leader kill the initiative. All the details are in the Izvestia article.
The consequences of authoritarian leadership
Olga Kushnareva, a family psychologist and psychotherapist, reported that when a supervisor talks non-stop, employees turn off internally, switching to power-saving mode. The boss's monologue is perceived as information noise, in which it is difficult to identify important signals. Subordinates accumulate irritation and anxiety due to the inability to ask questions or offer their ideas.
"The systematic disregard of employees' opinions leads to the effect of learned helplessness. People stop being active because any initiative seems pointless or punishable to them. As a result, the boss gets obedient but weak—willed performers who are unable to act independently," the expert said.
Psychological mechanisms and motivation
Total control over every step of an employee deprives him of a sense of autonomy and the opportunity to experience the result of work as his own. This destroys the intrinsic motivation necessary for intellectual work. The moral climate worsens if bosses interrupt colleagues, which is perceived by the brain as a "micro-rejection."
Kushnareva noted that the systematic interruption of an employee's speech creates a belief in his own worthlessness. According to her, this provokes professional insecurity and chronic stress.
"A person begins to be afraid to open his mouth even where his opinion is objectively necessary, because he has already learned that his words will either be ignored or interrupted. As a result, the company gets not only passive, but also psychologically traumatized employees," said the psychologist.
Secrets of effective interaction
Independent HR expert Anna Alikova stated that the true authority of a leader is based on the ability to hear. Engaging leaders who ask questions and thank you for ideas perform better than tough managers. The team is more likely to follow someone who conveys trust and respect, rather than demonstrating exclusivity through continuous speech.
The expert also drew attention to the difference between passive silence and active listening. In her opinion, the involvement of the manager in the dialogue is a sign of respect for the value of the employee.
"The silent one just stays silent on the phone or in himself, giving the impression of being cold and detached. The listener actively nods, asks again, looks into the eyes; he is silent to understand, not to ignore," explained Alikova.
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