Managing a large group of people while trying to operate a successful business is challenging. Leaders within companies have the difficult task of doing their job, as well as overseeing and directing colleagues. That being said, keeping staff happy is one of the most important things that managers do.
Many employees blame their boss for their unhappiness at work. Unbeknownst to managers and upper tier members of companies, they are continually making mistakes that cause unrest amongst staff. Here are seven mistakes that all managers and leaders should avoid.
Photo by Andrea Piacquadio from Pexels.
- They don’t express gratitude
Unfortunately, human error accounts for problems in the workplace every day. Such errors rarely go unnoticed, and the culprit is generally condemned for their mistake. Most companies deal with issues in a positive manner, but very few thank their employees when they do a good job.
A simple “thank you”, or an e-mail expressing gratitude for hard work can go a long way. It’s crucial for employees to feel valued.
- They are too demanding
It’s common for employees to be overburdened with extreme workloads. Managers who demand too much out of their workers can expect low morale, below par productivity levels, and an increased likelihood of employees quitting.
Research suggests that once a workweek surpasses 50 hours that productivity levels rapidly fall.
- They communicate poorly
Effective communication is crucial to any organization. Employees should be given clear objectives, and they should know exactly what their roles are.
Bad managers have notoriously poor communication skills, and often fail to deliver concise information. This leads to confusion amongst workers, low levels of productivity, and a lack of confidence.
Photo by energepic.com from Pexels.
- They don’t listen
A typical complaint made by unhappy workers is that their employers don’t allow them to voice their opinions.
Employees on the front lines of business can offer useful insights to management. More importantly, staff should be able to approach management about internal policies and procedures.
External research companies provide services that analyze the internal operations of organizations from the employee’s perspective. This can provide useful information for businesses, particularly when it comes to staff diversity.
- They don’t reward employees
It’s important to celebrate successes in business. Employees, from top to bottom, should be rewarded when a company succeeds. This might involve a staff party, or it could simply be a piece of cake in the canteen.
Failing to acknowledge all of the roster’s involvement in company success gives off the impression that lower-level staff members are not valued.
- They micromanage
Micromanaging tasks demonstrates a lack of trust between a manager and their employees. Ultimately, it leads to a complete breakdown in the working relationship.
Employees should be allocated responsibility, and they should be allowed space to do their job. Micromanaging is one of the most common, but most damaging mistakes that a manager can make.
- They don’t offer perks
Job perks can vary. The nature of some industries allows for companies to provide exceptional perks for their employees. However, for others, such luxuries are an impossibility. This doesn’t mean that all perks are off the table.
If a company can’t offer perks that have significant monetary value, what’s stopping them from having casual dress Fridays, free coffee, or a quarterly staff lunch?
Small perks can make a huge difference when it comes to creating a happy workplace for staff.
Contributed Post.
If you like what you’ve read here, please let others know of this post, blog, and site.
And thanks for reading! 🙂
lifespaceblog 