Five Things CEOs Do That Actually Piss Everyone Off

Alright, let’s start with some honesty. If you’re a CEO reading this, chances are you’re doing your best—and leading a company isn’t exactly a walk in the park. But hey, even the best intentions can lead to some eye-roll-worthy moments for your employees. This isn’t about blaming or finger-pointing; it’s about shining a light on a few areas that could make a massive difference in morale, retention, and overall sanity for everyone involved.

If reading this sparks even a flicker of “Oh crap, I’ve done that,” congratulations! Awareness is half the battle. Let’s tackle the other half together.

1. Delaying Bonuses and Pay Increases

Look, we get it. Audits are important. Financial stability is important. But delaying bonuses and pay increases until the audit wraps up? That hits differently. For employees, it feels less like fiscal responsibility and more like stalling. If the audit results are the make-or-break for bonuses, something bigger is likely off track.

Here’s the thing—people remember when you invest in them. When you prioritize pay and bonuses on time, it sends a clear message: "Your work matters, and I see you." If cash flow is an issue, transparency goes a long way. Don’t leave your team guessing. They’re adults; they can handle it.

The Fix: Set up systems that project bonuses based on performance metrics ahead of audits. If there’s potential for disruption, communicate early and often.

2. Allowing the Same Hiring Mistakes Over and Over

Hiring is hard, full stop. But watching the same hiring mistakes happen repeatedly feels like reliving a bad sitcom episode—the one where the laugh track cuts out because no one finds it funny anymore.

New hires don’t fail because they’re bad people; they fail because the recruitment, onboarding, or support systems aren’t strong enough. And when that happens, everyone pays the price—teams stretch thin, managers get frustrated, and you have to start from scratch.

The Fix: Create a robust hiring process that includes thorough onboarding and clear expectations. More importantly, if someone isn’t working out, reflect on the system, not just the individual. Hold the process accountable.

3. Letting That One Asshole Keep Their Job

We all know this person. The high-performer who somehow burns every bridge but keeps getting promoted because they “deliver results.” Spoiler alert: They’re killing your culture. And for every ounce of productivity they bring, they probably scare off twice the talent.

No one’s saying fire people on a whim, but at some point, you have to weigh the trade-off. Keeping them around can quietly erode team morale faster than you realize.

The Fix: If someone’s behavior is consistently toxic, address it head-on. Offer coaching, set boundaries, and if necessary, show them the door. The respect you’ll earn from the rest of the team will be worth it.

4. Talking Too Much

We love a good CEO speech, but let’s be real—sometimes it feels like the monologue at the end of a movie that’s gone on too long. Leadership isn’t about filling every silence. Employees need space to contribute and feel heard.

Instead of always having the answers, try asking more questions. People close to the work often know exactly what’s wrong—they’re just waiting for someone to ask.

The Fix: In meetings, speak last. Listen more. And when you do talk, focus on empowering others rather than dominating the conversation.

5. Not Talking Enough

On the flip side, some CEOs vanish into the background like they’re running a witness protection program. The silence can feel deafening, leaving employees to piece together information like detectives solving a mystery.

When communication gaps widen, the rumor mill kicks in. And let me tell you, the rumors are never optimistic. Regular, honest updates, even if the news isn’t rosy, build trust and clarity.

The Fix: Schedule regular check-ins with teams and company-wide updates. Consistency in communication fosters stability, even during uncertainty.

I Offer You This

Being a CEO isn’t easy, but leadership is a journey, not a destination. The truth is, no one expects perfection—they expect effort, empathy, and a little more transparency. Employees can forgive mistakes, but they’re less forgiving when those mistakes become patterns.

The good news? Every one of these issues is solvable. So take a breath, pick one, and start there. Your team will thank you for it. And hey, your future self might too.

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