1. A CB is unclear what they want from their people. They are ambiguous about their expectations. It is likely that they are not sure what they want from their people but they still expect them to know what to do. From time to time they will tell people what to do, then change their mind, but not tell you.

2. A CB doesn’t give feedback on performance. If people are doing well, they won’t hear from the boss. If they aren’t doing so well, they might get feedback, but it is likely that it will be stored up over time and delivered in the heat of the moment in an emotionally charged spray. Some sh!t bosses won’t tell their people they aren’t doing well as they’d rather avoid difficult conversations.

3. A CB keeps the vision to themselves. After all, it’s their vision, not their employees. They just work there. Not their business really. They should just do their jobs. Strategic priorities (the things that matter most) are also not of anyone else’s concern. KPI’s and other measures of performance are, well, just numbers anyway.

4. A CB has no interest in making their people better. They expect them to up skill in their own time and organise their own development opportunities. After all, if they helped them grow and develop, they might just leave.

5. A CB doesn’t care if people don’t feel like they belong. They just work here. They don’t need to love the place, just do their job. They don’t need to feel connected to the people around them or feel that their work matters, they should just do their job and everyone’s happy.

While the above scenario is made up, you can imagine that the care factor of employees in that environment would be zero. Become a Care Factor Hero be utilising the Care Factor 100 Principles to engage your people and improve your culture.

Simply,

• make sure your people are crystal clear about what is expected of them
• provide regular and honest feedback on people’s performance (good and bad)
• involve your people in your organisation’s vision, strategic priorities and action plans
• provide your people with opportunities to grow and develop
• create an environment where your people feel like they belong.