Ten Things Managers Do That Drive Their Employees Crazy
It's a new year. With luck you've been thinking about what you want to do differently this year, at work and in other areas of your life.
If you manage other people, now is a great time to ask "How can I be a better manager in 2018 than I was in 2017?"
Put yourself in the shoes of the people who work under you. What would your team members say you can improve upon in 2018?
Here are ten things most managers do that drive their employees crazy:
1. They give an employee an assignment -- then they forget they did that, and ask somebody else to complete the same assignment. This mistake is doubly annoying because on top of the first employee's wasted time and energy, the manager's forgetfulness also sends the first employee employee the message "I don't take you seriously."
If you need to take notes to remember what you said to each person on your team, do it! If you make this mistake, apologize profusely and work out a system so it doesn't happen again.
2. They criticize one employee in the presence of another. This is one of the tackiest things a manager can do. Sometimes managers say "I had to talk with Sally about Joanne's issues -- because I needed Sally to help Joanne learn the accounting system."
That's nonsense. If you want Sally to help Joanne, simply ask Sally to help Joanne -- don't rant about Joanne's perceived shortcomings along the way.
3. They ignore their team members' massive contributions of time, energy and brainpower but pick at tiny mistakes that have no impact on anything. Be careful you don't let an employee work late three days in a row to help your department out of a jam and then snipe at them for getting their slides out of order in a presentation the next day.
If the employees' gaffe embarrassed you, that's a lesson -- you are asking too much of your team member. It's not their mistake, it's yours.
4. They withhold information employees need to do their jobs. Some managers think that employees are better off not knowing anything about the big picture, but most employees would disagree with them. Let your employees tell you if you're drowning them in unnecessary information. If they want the whole story (why this project matters, who else is involved in it, etc.) let them have it!
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5. They talk about teamwork, vision, collaboration, new ideas and other lofty topics but at the end of the week they freak out about the weekly yardsticks and metrics -- and all the lofty ideas go out the window. Employees can't possibly rise to innovation, collaboration or "disruption" in their work unless their manager supports them in trying something new -- which will undoubtedly hurt their metrics in the short term.
6. They say "I support you guys!" but when it's time to stand up for their employees against a stupid company policy or executive edict, they don't do it. They get fearful and bluster "We can't make exceptions to the policy!" or "I don't make the decisions -- I just carry them out!"
If you only carry out other people's plans you are not a leader, or even an adult. Find your voice when it matters, and use it!
7. They fret and stress about employee issues (e.g. an employee who is habitually ten minutes late for work) but they don't address the issue directly with the employee. They go to HR about it, instead. That's a weenie move.
Your team members want to know when you're unhappy with them. Find your backbone and talk with them directly -- the same way you'd want your boss to do.
8. They forget to process their employees' time off requests even after several reminders. How could your employees possibly care about the goals you set for them if you don't care enough to make sure their vacation dates are approved and scheduled?
9. They lean too heavily on the goodwill of their employees. They wait until 4:30 in the afternoon to tell an employee "I need you to stay and finish up this report." They ask their employees to work late as they walk out the door themselves.
They guilt-trip their employees by saying "You have to get this project done this weekend -- for the team!" That's baloney. Don't be the wimp manager who tells employees "Do it for the team!" when in reality if they do what you ask they're doing it for you, and you know it.
10. They forget to say "Thank you!" when a "Thank you" would go a long way. If you mean it, you can say "Thank you" forty times a day. If your employees want you to stop thanking them they will let you know.
If any of the items on this list sound like things you have done in the past, now is a great time to become more aware of them -- and step up your leadership game!
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