It’s a top reason why employees quit their jobs: they just can’t handle their boss anymore. And while even great bosses can have bad days, some bosses can have more bad days than good, no thanks to certain behaviors that frustrate, demoralize, or just plain annoy employees. And what’s worse, if your behavior falls under those categories, you may not even realize how your actions make your employees feel. So let’s take a hard left into reality-check territory to see if you might be an annoying boss.

You might be an annoying boss if you:

• Hold too many meetings. Meetings can drum up the most productivity for certain business workings, such as brainstorming sessions, but meetings are often the enemy of productivity. After all, when employees have deadlines on the horizon, they don’t want to sit through a drawn-out meeting, only to find out they weren’t needed or the meeting wasn’t critical. Too many employees get stuck in meetings that meander or don’t draw a real conclusion. So before you call a meeting, ask yourself 1) if a face-to-face meeting is the best way to achieve the desired result, or whether a conference call or email exchange would suffice; and 2) if you’ve properly identified the required attendees, the optional attendees, and the employees who don’t need to be there at all. Your employees will thank you for giving back their valuable time.
• Require meetings during lunchtime. If you’re guilty of holding too many meetings as it is, you may be tempted to hold a mandatory meeting during your employees’ lunch period. Not only do employees universally despise this practice, because free take-out food does not make up for working through their one personal hour of the day, but lunch meetings can get your company in hot water. According to California law, if employees are bound to their work duties and are not free to leave the premises during their lunch period, then they must be paid for their time, even if you provide the food. Failure to do this can result in fines.
• Call/Text/Email employees who are sick or on vacation. Your employees are not paid to be on call 24/7. Therefore their personal leave time, whether sick or vacation, is not a good time to message them with a million work-related questions. Much like requiring employees to work through lunch, not respecting employees’ personal time is a quick way to push them out the door toward other opportunities.
• Continue to control a project you have delegated. Employees feel nervous and mistrusted when they work for a control freak, and those feelings can have a huge impact on performance and productivity. So when you delegate a project, really hand it over to your employee. That’s right—hand it over. The whole thing. You’re trusting your employee with ownership of the project, which means you’re not going to do it yourself, and you’re not going to constantly check in to see how it’s coming along, right? For starters, you don’t want to impugn this employee’s abilities after you’ve entrusted this project to them. You also don’t want to create confusion about who is driving the project or its components. If you really delegated the project, trust your employee to do a good job. You chose them for a reason!

Even the hardest-working bosses are bound to sneak in some annoying traits from time to time, and that’s OK. Nobody is perfect! Being aware of potentially annoying, frustrating, or demoralizing behaviors—and working to fix them—can only improve your relationships with your employees, which will set you on the road to becoming a better boss.