Avoiding Managing Mishaps

There are different types of manager. There are those stereotypical bad managers who blatantly mistreat their people by refusing to give just benefits, dispensing harsh criticism in front of others, taking credit for their work, and abusing them with unreasonable workloads. Most business managers do not want to be labelled as bad managers and try to veer away from these practices. There are times, however, when business managers unknowingly commit other less obvious mistakes in managing their subordinates. Even if managers do not hurl insults at their subordinates or enslave them with responsibilities that stretch far beyond their job descriptions, these managers can still be considered bad when they fail to effectively manage their people and earn their respect.

 

   

Take note of the following common yet often “silent” mistakes that could make you a bad manager:

Not being able to inspire your employees

There are bosses who are too impersonal and apathetic to their employees. Even in the professional world, personal interaction is necessary to bring people together and steer them towards working for a common goal. Managers should be able to inspire their employees to work enthusiastically in helping the company reach its business goals.

Ignoring poor performance

There are also managers who would rather correct or improve their employees’ work rather than to have them redo or correct their work. Accepting mediocrity in your employees’ output does not foster productivity. These employees will not realize their mistakes and will not strive to improve themselves. When this happens, performance will continue to slacken and your employees will simply turn in their work in the same sub-par quality. Eventually, you will be loaded with the work that they are supposed to do and your employees will not develop the skills necessary for them to grow professionally.

Failing to give concrete direction

Working towards your business goals is easier when your employees are going in the same direction with you. Rather than simply completing each of the task required of them, your employees should understand what their work means for the company. Not giving concrete direction is a sign of weak leadership – one that employees can either abuse or use as a reason for bad performance as well. Great leaders have a clear view of where they want to go and what path they need to take to get to their goal. Share this with your employees and get their commitment in helping you reach what you have set out to achieve.