You Are A Terrible Boss!

You Think “Good Employees” Are a Myth? You’re Part of the Problem

You know how most companies complain about bad employees.

Managers blame slackers, talk about entitlement, or claim workers “just don’t care like they used to.”

Let’s be honest. That’s not the problem. That’s the excuse.

Employees are a mirror of your culture, your expectations, and your habits as a leader. 

And if you are tired of mediocre performance, lack of initiative, or teams that only half show up, the answer isn’t magical recruitment. It’s learned, predictable, and yes — teachable.

Because the moment you blame luck, talent, or job descriptions, you give up control. You let chaos run the show. That’s not leadership. That’s avoidance.

Good Employees Don’t Happen by Accident

Here is the reality most leaders will not say out loud:

People perform the way they are treated, not the way you wish they would.

That means if your employees are disengaged, unclear, inconsistent, or avoid responsibility, your culture created that long before the person ever walked through the door.

The good news is this can be fixed. This book breaks down the exact behaviours that shape employees into contributors instead of wallflowers, clock-watchers, or passive participants.

Listening well matters more than training modules.

Vision matters more than pay grades.

Clarity matters more than enthusiasm.

Growth matters more than compliance. 

Good leaders do not hope for good employees. They create them.

Stop Waiting for Talent and Start Building It

You might think a good employee is someone you find. That is a comfortable thought because it lets you avoid responsibility.

Here is what actually works:

• Create space where people feel heard and valued.

• Set clear expectations and match them with real accountability.

• Teach employees what excellence looks like, not just what adequate is.

• Help them connect their work to a bigger mission.

• Build routines and structures that reinforce success, not excuses. 

These are not leadership hacks. They are behaviours.

Book knowledge without application gets you nice meetings and boring charts.

Applied knowledge gets you teams that perform.

Why Most Leadership Advice Fails

Most management books treat employees like widgets in a process. They talk about incentives, rules, and policies. None of that matters if the humans underneath never see alignment, purpose, or clarity.

People do not show up for paychecks.

They show up for why they matter.

They contribute when they believe they are seen, heard, and invested in. 

Your job as a leader is not to boss people around.

Your job is to create conditions where people want to show up and do great work.

That’s the difference between a workplace people endure and a workplace people thrive in.

This Book is Not Theory-It’s Practical Muscle

If you want philosophical leadership advice with 82 steps and 34 charts, this is not it.

If you want straightforward, no-nonsense strategies that help you:

• Turn inconsistent performers into reliable contributors

• Create clarity instead of confusion

• Build trust instead of transactional compliance

• Grow people instead of just managing tasks

…then this book gives you the language and the tools to make it happen.

Great employees are not born.

They are taught, coached, and created one principle at a time.

Your First Step Toward Better Employees

Click the link below and own the playbook that shifts responsibility from “They didn’t show up” to “Here’s how we make them show up.”

Because employees are not the problem. They are the result.

Your culture and your choices are the cause.

Change the latter and you get the former.