This post is featured on behalf of Stacey White.

As a boss, you probably have to position yourself at a distance from your subordinates. This distance can feel quite isolating. After all, you’re the one that has to make the tough decisions. You’re in charge and the challenges your team face are ultimately your responsibility to deal with. It’s hard work, it’s high pressure, and it causes your employees to dislike you at times. But should you care that you’re not the popular one in the workplace?

Many managers believe it’s not their job to be liked. Unfortunately, many of your subordinates would probably disagree. It’s difficult being a boss, but if you’re an unlikeable boss, you might be making your job much harder than it needs to be. If your staff like you and respect your management style, you might find they are more productive. They’ll be eager to please and might even help you out a little more.


When an employee likes their boss, they like coming to work. If you can approach your employees in a more friendly manner, you might actively be reducing absenteeism! Of course, there are many situations when you need to take a hard line, and you need to step away from being friendly. If your employees are not acting in the best interests of the company, you can’t condone that. You must manage that situation and make the tough calls.

If you’re worried about overstepping or blurring the lines, seek advice from employment law specialists or websites like This will give you the information you need and the support to manage difficult situations with employees. A friendly approach isn’t the same as being friendly. You can separate your personal feelings from your professional ones. And you shouldn’t cross the line as the boss.

Approachable bosses look up and listen when a subordinate asks a question or enters their office. They engage and focus on what is to be said. This makes the employee feel respected, important, and secure enough to say what needs to be said. Reactions are best avoided. If you need time to formulate a considered response, then tell them that rather than committing to something you later feel isn’t viable.

Most employees want to tell their bosses how they feel when they’re not happy about something. But who can you tell if the situation in the office leaves you feeling flat? Usually, it’s down to you to repair the relationships and nurture the workplace culture. Spend a little time on this each day, and you can improve the mood and atmosphere in the office. Group dynamics often leave someone out in the cold. How can you alter and improve that dynamic to become more inclusive? How can you get a better deal out of it yourself?

Managers should care if they’re not liked. It might be the first sign of bigger troubles ahead. You don’t have to be the most popular person in the office. But you should be in a good enough working relationship with everyone to enable positive changes to take place.

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