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10 Mistakes Managers Make

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Common Mistakes Managers Make

mistakes manager makeManagement is not easy. During times of high stress as deadlines approach even the best managers can crack and make any one of the following 10 mistakes. Often times the mistakes managers make is with fair treatment of employees, motivation, and trust issues. The following list of mistakes will put the company on the fast track to abysmal performance numbers and low productivity. Here they are:


Lying is the fastest way to lose the trust of your team. Even small white lies can dishearten employees and slow productivity to a halt. This can encompass everything to lying about promotions and raises to lying to clients. Employees who work hard want the opportunity to advance in the company. If you continue to make promises to these employees and then pass them over for promotions you will lose or discourage these employees. It is important not to tell an employee they are in line for a promotion to keep them working hard. Sure this will keep them motivated in the short-term, but if you cannot deliver that promise or have no intention of promoting them you are going to make that employee resent you and the company.

Instead of telling them a lie you can tell them why they haven’t been promoted yet. Humans are competitive by nature. If you give your star employees a challenge it could produce the same motivational effect without having the fallout later. In these situation list out the reasons why the employee has not been promoted yet. If you give them a plan for them to follow they will continue to work hard and better their knowledge and skill set. Not only will this benefit the company it could also help mold a new manager.

2. Micromanaging

Micromanagement is a tough habit to break. Recently promoted managers in high stress scenarios often struggle with trusting their employees and proper delegation of work. If you spend your time working on things other employees could easily accomplish you are taking away time and resources for more high level work that needs your full attention to complete correctly. When you hire employees make sure they are people that you can trust to complete the tasks you need them to complete. If you do not trust an employee to do the work correctly you must train them correctly or look for a replacement that can do the job you need them to.

3. Public Humility

boss humiliating employee manager mistakesCriticizing an employee in front of the team will always lead to disaster. Not only will this have a negative effect on the person you are publicly humiliating it will also raise an eyebrow with the rest of the staff. Employees tend to side with one another and could even be friends outside of the workplace. if you embarrass one of your employees the rest of the team could be on the employees side and grow to resent you. A staff that resents their manager will not be highly productive.

Instead of humiliating an employee in front of everyone call them into your office and give constructive criticism. You have to be extremely sensitive when you are criticizing an employee. Instead of just offering them advice on how they should do their job you might try to offer advice on where things went awry. Everyone has their own methods to getting their work done and what is best for you might not be best for them. You can offer advice on how you would have solved the problems, but only offer it after you have diagnosed where they made a mistake and they have given their opinion/solution.

4. Not treating Equally

If you play favorites in the office the rest of the employees will dislike you and possibly even the favorites. Not treating your staff as equals is one of the biggest mistakes manager make. You should never befriend any employee because it will make it hard to properly assign work. Treating employees unequally will slow the production and motivation of the employees who are not your favorites.

5. Not Valuing Employees Opinions

manager mistakes not valuing employee opinionsSome employees think they can make an extremely valuable contribution to the company and like to express their opinions. They might have ideas on the next big decision the company has to make or just a simple suggestion on company procedure. If you write these ideas off before the employee even has time to express them then you might ruin that employees passion and they could leave for another opportunity altogether.

Sometimes you are in a position where you can’t take opinions and you need to meet deadlines. Other times when you have extra time you should listen to the ideas employees have to offer. Just because you are an expert in some particular area doesn’t mean the workers under can’t offer expertise that surprasses your own in certain tasks. If an employee can make some easy changes to a procedure that will make it easier to use or increase production you don’t want to pass these great idea’s over. If you don’t have time to listen to an employees opinion at the moment you can ask them to come back at a later when you have the time to listen.

6. Not Defining Goals

Goals are extremely important. You can assign work to people or you can create a goal. If you make a goal that your employees have to reach then you can increase productivity and employee moral. Employees like to know their work is valued and that it is an important contribution to the company. If you set goals for your employees you give them something to work towards and this will help keep the staff motivated. For more difficult “milestone” goals you can offer an in office party, or luncheon to reward employees for their hard work and dedication to your business.

7. Becoming Friends with Employees

manager mistakes becoming friends with an employeeThis is a big no no and is probably the worst thing a manager can do. There are so many reasons why becoming friends with employees (as a manager) can ruin productivity so I’ll just cover a few of the big ones.

a. Passing off work to other employees – if you become friends with an employee you may consciously or subconsciously pass work that they should be doing onto other employees. This may happen because you know that employee hates to do this type of work.

b. Giving that employee more leniency – When you become friends with another employee you may let them off the hook when they screw up and not hold them to the same standard as the rest of your employees.

c. Trouble outside of work could lead to trouble in the office – If you and you employee have a fight outside of work it will most likely effect their performance in the office. Worst case scenario the employee quits and now you have to find their replacement.

d. Harder to make the best decisions for your business – Instead of putting your business first you will be putting the needs and wants of your friend ahead of the needs of the business.

8. Not Removing Bad Employees

mistakes managers make firing bad employeesBad employees are a cancer for the rest of your staff. Bad employees come in all shapes and sizes. Some may be habitually tardy while others are just extremely negative and resentful. These employees will begin to effect the rest of the staff as time goes on. If other employees see that they can get away with coming into work a half hour late with no repercussions they may start to follow the same suit. These employees may also turn other members of your staff against you and bring productivity to a grinding halt. If you have a bad employee, no matter how talented they may be you have to let them go to keep integrity within the workplace.

9. Making False Promises

Making promises that you cannot keep will really harm employee moral. Some managers will say anything get short term production from their employees. This can be in the form of offering raises, promotions, vacation time, department changes and much more. Never tell your employees you can do something if you never intend on following through with the promises. Instead of making false promises offer other incentives to get short term production. This could range from anything to an extra vacation day to an employee diner.

Taking All The Credit/Not Taking Any Blame

not taking the blameYou are the manager of the company so when you and your team reach an accomplishment it was only because of your effort right? This couldn’t be further from the truth. While you may have managed the project by dividing tasks and doing the more high level work the rest of your team has put in countless hours to reach this goal as well. Give credit when credit is due. Employees love to know they are appreciated.

On the flip side of the coin blaming your employees when something goes wrong is just as bad. Ultimately, you are the manager so if a deadline is missed it is on your shoulders. This means you probably did not manage the project correctly or offer struggling employees the help and resources they needed to succeed. The first person you need to point a finger at when the team falls short of its goals is yourself.
Does your manager make mistakes? What have they done that has made you angry and unmotivated?

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