Reflection on workplace bullying: Boss' "failure to admit mistakes" is the main reason why employees leave! How can supervisors use the 70/20/10 principle to make wise decisions?

A recent case of a Ministry of Labor civil servant committing suicide shocked Taiwanese society, and it was suspected that he had been verbally bullied by his supervisor for a long time. The internal investigation report of the Ministry of Labor pointed out that although the supervisor abused and yelled at his subordinates, it could not prove that the employee's suicide was related to his supervisor, and even believed that the supervisor's management behavior was "well-intentioned." This report caused an uproar from all walks of life after its publication.

The "Mirror News" poll pointed out that as many as 45.6% of the people were "dissatisfied" with the officials' response and subsequent personnel changes. The reason was that the supervisor's attitude was evasive from beginning to end and did not reflect on himself until the matter exploded out of control. .

In the workplace, subordinates often suffer from severe psychological pressure when faced with supervisors with tough personalities and low empathy. These supervisors have a strong attitude towards tasks during working hours and verbally bully and physically attack their subordinates, resulting in the loss of many talents. From this incident, we can see that the "no-admittance" management style in the workplace is a major reason for employee dissatisfaction and resignation.

What makes a good supervisor: Choose not to argue and apologize directly

The author has worked as a corporate executive for many years and knows very well that a supervisor's attitude towards mistakes determines a person's height and pattern. I first reflect on myself when facing criticism, because I know that the attitude of my supervisor will seriously affect the team working atmosphere and corporate culture.

In fact, a manager with a correct management concept should be brave enough to take responsibility when he makes a mistake, choose not to argue, and directly apologize. This approach can not only quickly resolve public complaints and emotions, but also shows the manager's decision-making and risk measurement capabilities. According to the Managerial Assessment of Proficiency (MAP), the PR value of Taiwanese managers in this area is only 65%, reflecting the reality that their decision-making and risk measurement capabilities are generally insufficient at work.

The correct concept for decision-making: Make good use of the 70%, 20%, and 10% rules

How do you make the right decisions to become a responsible supervisor? The key is that the decision-making process must involve trade-offs, and such choices often come with risks and costs. Therefore, supervisors must do a good job in risk management and maintain a make-or-break mentality no matter how big or small the decision is. However, because they are unwilling to damage their own face or fear the consequences of failure, some supervisors use any means to cover up their mistakes and attribute the matter to employees' poor emotional management. This is extremely unwise.

A truly capable manager will spend 70% of his time collecting information, 20% of his time soliciting opinions, and finally 10% of his time making judgments. Not only does this approach help make more informed choices, it also demonstrates a supervisor's willingness to take responsibility.

Fatal misunderstandings in decision-making: not making choices, not taking risks, and not daring to take responsibility

In the decision-making process, not making choices (wanting both), not taking risks, and not daring to accept failure are common blind spots of human nature. When a supervisor insists on not admitting his mistake, facing it, or apologizing, the whole thing will get out of hand, causing even greater concern for the organization's team's operational safety. The above-mentioned incidents are only a microcosm of some executives in Taiwan's workplace. As a manager, the correct decision to make is to immediately apologize for your behavior and take emergency measures.

There are hundreds of types of supervisors in the workplace, but the good supervisors who are recognized by their subordinates as the most popular all have common characteristics: they support the team, have shoulders and are willing to take responsibility, and reflect on mistakes in a timely manner. Once successful, these supervisors will not forget to communicate with the team sharing the fruits of victory is the key to building and maintaining a strong team spirit.