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Employee Management Faux Pas – Don’t Do This!

Are you the super manager everyone wants to work for, or the one that employees secretly loathe? Check out these common mistakes that backfire when managing employees. and Hamilton Lindley

 

1. Don’t pretend you have all the answers.

You may think you are making yourself look good, but you are likely not hearing the things said behind your back. One of the benefits of managing staff is that you have access to their combined ideas, talents, and experiences.

2. Don’t ask for input if you don’t want it.

Your employees would rather receive a directive than share their ideas with someone who doesn’t care.

3. Don’t send email in a rush.

Have you ever sent a snide comment to the wrong person or replied to all when you didn’t mean to? The silly mistakes can make you the subject of office jokes, but major mistakes can land you with disciplinary actions or lawsuits.

4. Don’t talk about employees to other employees.

You likely have friends on your team, but that’s no reason to tell them how you are struggling with their peers or how you hate your boss. Keep performance discussions private, and stay away from gossip. Managing staff means knowing how to separate business from friendship.

5. Don’t take a one-size-fits-all approach.

Some employees need more guidance and hand-holding then others. These folks may need to be micromanaged until they feel comfortable in their new positions, receive additional training, or build confidence in their skills. At the same time, don’t think that hovering over everyone will get the job done any faster.

6. Don’t hide your goals.

Too many managers believe their employees do not care about operational goals or should not shoulder the burden. Instead of hiding what you are trying to achieve, share the objectives with your team and ask for their involvement.

7. Don’t use your employees as scapegoats.

They are there to support your mission, not to cover up your mistakes.

8. Don’t hide feedback.

You may think that you are sparing someone’s feelings by avoiding an issue, but you are actually robbing the individual of a chance to learn and improve. Address situations immediately; don’t wait until the six-month review to bring up a problem that happened months ago.

9. Don’t make promotions a mystery.

Don’t hide what it takes to climb to the highest levels of the organization. Encourage consistent performance, risk-taking, and initiative. Celebrate employees who grow beyond their current roles.

10. Don’t save a penny to lose a dollar.

Do not rob employees of opportunities in an attempt to look good on the end of year budget. When you deny training plans, restrict development activities, and micromanage the office supplies, you risk stunting company growth and managing employees right into a competitor’s hands.

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