Top ten mistakes that managers make | SupportBiz

Human Resources

Top ten mistakes that managers make

 
‘Employees do not leave their jobs, they leave their managers,’ it is said. This is largely true. One of the major reasons employees quit their jobs is due to their grievances with their immediate manager/s.

In order to retain and motivate your valuable human resources, it is important for you, as a small business owner, to study the common mistakes that managers make in managing their team. This will help you analyse if any of these mistakes are being committed in your organisation.

SupportBiz sheds light on the top ten of these mistakes.

Lack of trust

Some managers find it difficult to trust their team mates to do the work allocated them efficiently. They end up micro-managing, constantly supervising and nagging. Treating employees like they are not worthy of being trusted at all is one of the major mistakes that managers make.

Non-resolution of problems

When employees discuss the issues they are facing at work with their managers, either due to personal or non-personal reasons, they expect some kind of solution. A common mistake that managers make is not taking any steps towards the resolution of the issues faced by their team, which ultimately leads to frustration and loss of morale.

Not respecting employees as people

Another common mistake made by managers is not respecting their team mates as human beings. It helps a great deal if managers make an attempt to know their employees, treat them as friends, and know about the major events in their personal lives. Treating employees as automatons or servants who are just meant to work is a bad move on the part of the managers.

Getting too personal

While getting to know one’s employees is a good idea, it is not advisable to get overly personal with them. It is crucial that a manager maintain a healthy balance between friendliness and a professional relationship with his team mates. Getting too personal or friendly with the employees one is managing might give rise to several problems.

Not providing clear direction

Employees look to their managers for guidance, and for providing a direction to their work. It is the duty of the manager to provide honest feedback to the employees, and direct them wherever needed. Not providing the team with sufficiently clear directions is one of the major mistakes that managers make.

Not listening

It is important that a manager actively listen to what his team mates have to say. Employees feel happy and satisfied when the management is approachable and open to listening to and understanding their complaints or feedback. Failing to listen to employees and not valuing their opinions is one of the common mistakes made by managers.

Partiality and prejudice

Some managers practice partiality and prejudice among their team mates, which is a sure shot way of losing out on good employees. Having a few personal favourites in the team and providing information/opportunities only to them is bound to anger and demotivate the other employees.

Withholding information

Some corporate information is confidential, and needs to be kept only among the members of the top management. However, it is crucial that a manager provide other relevant information to his team, some of which might be important in the performance of their day-to-day tasks. Withholding such information from the employees, or not providing it to them in time, due to any reasons, are mistakes largely made by managers.

Not taking responsibility

A lot of managers are unwilling to take responsibility for the team, and are given to pushing their team mates under the bus. Such managers blame the team for lack of performance or anything that goes wrong, when they are confronted by higher-ups in the organisation. This lack of protection of the team is bound to make the employees lose trust and respect in the manager.

Not providing authority

Several managers delegate responsibilities among their team, without providing them the necessary authority. The employees are put in a compromising situation where they need to consult the manager before taking every little decision, or doing any little task. This can lead to frustration among the employees and lack of interest in the job.

Comments

Submitted by RyanS on May 31, 2013 - 11:58

Thanks for posting. Managing others takes specific facets of personality, presentation and experience to do well. Occasionally, however, it is instructive simply knowing what not to do. Here are some of the most frequent blunders supervisors make, wringing every drop of malaise and agony from what should be a lively, collaborative office - as well as some ideas for making things right. Article resource: <a href="https://personalmoneynetwork.com/">take a look at https://personalmoneynetwork.com/</a>

Submitted by RyanS on May 31, 2013 - 11:59

Thanks for posting. Managing others takes specific facets of personality, presentation and experience to do well. Occasionally, however, it is instructive simply knowing what not to do. Here are some of the most frequent blunders supervisors make, wringing every drop of malaise and agony from what should be a lively, collaborative office - as well as some ideas for making things right. Take a look at https://personalmoneynetwork.com/.

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