Alex Buscemi
Rob Dance, CEO of ROCK, has gone viral for his LinkedIn post about the things he wishes employees would stop saying.
While you’ll read the first part of his message with rage and disgust, you’ll soon realize he’s pulling a fast one on us — he’s actually the best kind of boss.
Rob Dance’s list of things he’s sick of hearing from employees has gone viral
Many people were outraged by his post — but only if they didn’t read the whole thing.
It is actually an extremely positive message about fostering trust between employers and employees to create a healthier work environment.
Rob is the multimillionaire CEO of ROCK, a UK-based consulting firm
As the head of one of the UK’s largest consulting firms, he emphasizes the harm of micromanagement and toxic leadership.
He elaborates on his values as a CEO here:
Rob believes treating employees like adults leads to exceptional results, fostering a positive work environment and boosting morale.
“I really wanted to show how impactful and harmful micromanagement and toxic leadership is to people,” the CEO told Bored Panda. “The board may have been done to draw people in, but the message is huge. People are sick and tired of being treated like children, and it’s not how you grow a successful business.”
“When you treat people like adults, they will deliver exceptional results,” he adds. “Not only that, who wouldn’t want to work with happy people who respect you as much as you respect them?”
“Stories like this are becoming way too familiar. Life is too short to spend five days a week in constant stress and misery. You shouldn’t have to choose between providing for your family and staying mentally stable; it’s just not acceptable.”
His viral message underscores the importance of trust and autonomy in the workplace
Rob argues that constant oversight undermines productivity and morale.
“Additionally, the pressure to meet business targets can drive bosses to monitor employees obsessively, thinking it will lead to better outcomes,” he says. “This approach, however, only undermines trust and destroys morale in the workplace.”
“It creates a toxic environment where employees feel undervalued and stressed, leading to higher turnover rates and decreased overall performance. Instead of fostering a culture of accountability and growth, this behavior only promotes fear and resentment.”
“Trusting employees and allowing them to work without constant oversight has brought us so many benefits. It fostered a positive work environment where employees feel valued and empowered, boosting their morale and job satisfaction,” he shared.
“This autonomy encourages our people to be more creative and innovative, as employees feel free to experiment and find efficient solutions without worrying about failing,” Rob continued. “Trust also builds a sense of responsibility and ownership, leading to higher productivity and better quality work. Trust is EVERYTHING in our business!”
“When I set up my business, it was all about making money. A few years later, when the team started to thrive, my purpose pivoted completely to building an awesome team of people who are driving forward with me to achieve our mission,” he says. “Having an amazing team who laugh every single day is 100000% better than anything else!”
Rob calls for a more respectful and empowering approach to leadership
The CEO had a message for bosses who tend to micromanage their employees.
“Take a step back and reassess [your] approach. Start by building trust with your team — communicate openly, set clear expectations, and then give them the space to meet those expectations in their own way. Recognize that your employees are capable and skilled individuals who can contribute valuable ideas and solutions when given the autonomy to do so.”
“Shift your focus from controlling every detail (and controlling people) to supporting and empowering your team,” Rob continued. “Provide the resources and guidance they need, but avoid hovering over their every move. Encourage a culture of accountability where employees take ownership of their tasks and feel responsible for their outcomes.”
As far as the cheeky way he conveyed his message? It was all a lesson in why one shouldn’t jump to conclusions.
“In leadership, jumping to conclusions is a terrible trait,” he pointed out. “The key point of the post was that I don’t care if people prioritize life over work. They should do that, and they never need to ask for permission.”
“Lastly, I get that it might not look the same for every role and industry, but I just think when life happens and you need to take time off, it doesn’t matter what role you are in, you shouldn’t need to ask for permission to prioritize life over work.”
Rob’s post has sparked widespread discussion, with people praising the freedom and trust he affords his employees
h/t Bored Panda
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