Common management mistakes that can hurt employee performance
A good manager is hard to find. In fact, only one out of 10 managers have the natural talent to effectively manage their workforce, according to a study completed by Gallup. There is a critical link between profitability and talent engagement, which means that most businesses are leaving money on the table due to ineffective management. The good news is that there is a lot of room for improvement. In fact, many managers are unaware of common behaviors that render them less effective.
10 Mistakes Most Managers Don’t Know They Are Making
- Not Listening to Employees. We’ve all had managers who don’t seem to listen. Whether they ignore ideas, discard feedback or forget details, it’s a discouraging feeling for any employee. Start listening to your team!
- Forgoing Feedback. Constructive criticism is essential in any workplace. How can people get better if they don’t know what they are doing right? Take a second to provide feedback to show employees you value their performance and give them the right tools to improve.
- Not Providing Positive Reinforcement. Encouraging a job well done means keeping employees on the right track. Whether that means acknowledging when performance goals are met, or reviewing employee progress, positive reinforcement builds confidence and promotes productivity.
- Ignoring Employee Strengths. Every employee has a unique skillset that they bring to the table. Rather than requiring every task to be done in a hyperspecific way, allow employees to apply their strengths to every task. Read more about maximizing employee strengths here.
- Micromanaging Every Task. By being overly specific or involved in a task that was delegated to an employee, it strips them from feeling like they achieved something when the project is completed. Allow employees enough breathing room to complete the task using their knowledge and creativity.
- Providing Unspecific or Unclear Direction. Telling an employee that you want them to master a skillset or giving them a vague or confusing directive is counterproductive. While a stepbystep guideline isn’t always necessary, all requests should be given with a deadline and an explanation about why it’s needed and what it will be used for.
- Disregarding Employee Performance Reviews. Every employee deserves formal feedback on their performance and their direction within the business. Set quarterly reviews where both parties can give constructive feedback. Make these reviews a priority and take them seriously by being prepared.
- Not Scheduling Goal Setting Meetings. Aside from the performance reviews, meeting with employees to discuss their goals and accomplishments helps to build trust and accountability. Make time to discuss every employee’s short and long term goals.
- Avoiding Establishing Rapport. Employees should have some measure of a personal relationship with their managers. By getting to know each other beyond just the scope of the work day, trust is built and engagement increases. Take time to get to know your team by inviting them to lunch or drinks and checking in throughout the work week.
- Not Asking for Feedback. One of the biggest areas where managers can improve is through their willingness to ask for and receive feedback. The goal of every manager should be to effectively engage with their employees, so finding specific ways to improve that relationship will only increase workplace satisfaction and the manager’s own self awareness.