You have to be the face of possibilities
Managers are responsible for making the change, being role models and ensuring the success of their teams. It is interesting how organisations share and face the same problems when it comes to the most common management mistakes. Irrespective of the presented product or service, poor management skills will negatively affect the business performance and employee retention rate.
According to a recent research done by The Ken Blanchard companies where 1,400 employees were surveyed, lack of communication and failure to provide mutual feedback is the number one mistake that leaders commit. Many leaders, especially those who became comfortable in their chair for a number of years, reject feedback and that stems from their ego. This kind of behaviour prevents them from improving and can cause the departure of good and efficient employees. Managers should not only give feedback but they should hold sessions where they receive feedback from their employees.
Micromanagement is a management style whereby a manager closely observes and/or controls the work of his/her subordinates or employee. Leaders who dominate employees, their decisions and work process encourage their team members to be motivated by fear. This leadership style gives employees the impression that they are not trusted. If you micromanage too much, the skills, insights and talents of your employees can fall to the wayside leaving you with employees who only know how to do what is told. You can find out about the different management styles in our previous blog.
Some managers find it difficult to delegate because they feel that no one apart from themselves can do the job. A leader should understand that their team members are capable of completing and taking on tasks efficiently. When a manager prevents to let go of a certain project by delegating tasks, confusion is going to be created and team members might lose track of who is actually responsible for getting the work done which will lead to diminished ownership and diminished performance. To know more about the fear of delegation, you can visit our blog.
Nothing burns good employees like overworking them. Managers quite often fall into this trap unintentionally. As per a recent research by Stanford, productivity per hour declines sharply when the workweek exceeds 50 hours and drops off to null after 55 hours. Talented employees will take on a bigger workload if they have to but are unlikely to stay in their job if it suffocates them.
When you are a leader, it is so easy to get so wrapped up in your workload that you forget to make yourself available for employees. Managers should have the emotional intelligence that allows them to listen to their team and understand their needs. Remember that your team comes first and always remind them that your door is always open. Listen actively and ensure that the employees will come to you whenever they need help or have any work-related concerns.
The silver-lining to knowing the habits of a bad manager is understanding what to avoid when leading your team. The latest Gallup report has shown that a whopping 75 percent of employees say their manager is their biggest source of stress at work whereas 65 percent assert they would rather have a new manager than have a raise. Always remember to treat your employees like they can make a difference and they will.
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