Management. What does it mean to you?
According to Singapore Business Review, Singapore made headlines for being ranked the second unhappiest workforce in the world.
Employees tend to have a sense of dissatisfaction towards management. Yet, there’s no perfect management in the world.
Everyone has different takes on what it takes to be a good manager. But we can all agree on these 7 management mistakes to avoid at all costs:
1) Impulsive Hiring You Wish You Could Take It Back
This is one of the worst management mistakes to make on the list. The consequences of impulsive hiring is worse than having no one to fill in for the position yet.
Welcoming on board an unsuitable fit to the company is a disastrous move. Yes, it’s important to have enough manpower but hurrying the hiring process leads to impulsive hiring.
You may end up hiring someone who’s incompetent, unskilled and uncooperative. Valuable time and resources are wasted for just one wrong hire. That’s a serious issue and may it’s at the expense of the company and the team.
With the wrong hire, your team members are affected. You may not have to work with this hire often, but your team members might have to, and even on a daily basis. They may feel overwhelmed and neglect their own work duties since they’re expected to spend extra time and effort to cover for the under-performer.
Be particular picky about the people you bring into your team. You make the choices. Don’t think you’re doing your team a favour from impulsive hiring.
2) Lack of Feedback with Employees
When someone doesn’t correct you, would you have known you made a mistake? No.
When employees have no clue about their work performance, they will forever be stuck in the same place, doing the same thing, over and over again.
Lack of recognition is one of the top management mistakes leaders make that result employees to quit their jobs. When you don’t provide essential and constructive feedback to employees – whether good or bad, they start to feel indifferent.
Employees need feedback not for the glory, but to be aware of their work progress and figure out what they need to work on. Anyone who’s serious in becoming better at what they do need to be guided and reassured they’re on the right track.
3) Not Spending Quality Time with the Team
This could happen when you’re too wrapped up in your own workload; you don’t make yourself available to the team. Without proper leadership and guidance, employees wouldn’t know what to expect. They are in the blur of the requirements they need to meet objectives.
Good leadership is about ensuring your team are on the right track. Take into consideration if they’re comfortable under your management. Avoid this mistake by listening carefully and actively stay involved in your employees’ work and their needs. Let them know when you’re available so they know you’re here for them.
Don’t shut them out and leave a cold atmosphere that separates you and the team. Your team should always be your first priority.
4) The ‘Laid-Back’ Approach
Adopting the relaxed and easy-going management style may seem like a favourable approach. But does it bring out the potential in your team or are they taking advantage of it? Management who adopt this approach may also lack the initiative to reach out to their people.
It’s highly possible management assumes that when there’s no news – employees are doing great by themselves. They believe these self-motivated individuals are satisfied and will come forward for help when they need it. But the problem lies within this thought.
When leaders don’t keep up and create a bond with their people and offer help from time to time, the higher the chances for miscommunication and mistakes.
Many leaders want to avoid micromanagement as it comes with a negative expression in the workplace. But doing the extreme opposite isn’t advisable either.
Analyse what works best for your team and stick to the balance approach that brings out the best in everyone and for the business.
5) There’s No Sense of Direction
Have you ever been in a work environment where you felt confused and lost?
Meaningless talk, tasks are hanging around, everyone is preoccupied with unimportant things and no one steps up to focus on what needs to be done.
A lack of clear goals and poor sense of direction are what causes employees to become unproductive. Employees become disorganised and are at a loss at what they’re supposed to do.
When leaders don’t provide clear instructions, employees are unable to prioritise their duties. They wonder if what they do really matter at all.
Projects and tasks are incomplete or not done on a timely manner. Setting goals with employees is expected of any leader. Only when management decides to set a firm tone and strict deadlines with goals that everyone are aware of, can the business succeed in the long run. After all, only your employees and you can work towards them.
6) Unwillingness to Delegate Tasks
It’s no surprise to encounter managers who refused to delegate tasks to their subordinates. Perhaps it’s due to a lack of trust or they feel that no one else is able to do the job besides them.
Yet, the key to great management is delegating tasks and empowering employees to make decisions and be responsible for their work. Therefore, unless managers learn how to and are willing to delegate tasks, they’re going to burn out themselves. And employees will never be able to develop any responsibility on their part.
If you’re new to delegation, it can be hard to commit at first, especially if you’re a perfectionist. It does take a lot of effort and preparation beforehand to ensure things don’t go awry. Start now and form a professional and pleasant team to work with. Whenever there’s a new project, don’t take up all the responsibility and make a point to start delegating.
From this process, you can discover employees’ strengths and weaknesses. You’ll know how to help those who’re lacking and how you can boost the strengths of those who’re doing great by assigning them suitable tasks and the people they’ll need to work with.
7) Failure to Reward Appropriately
We spent most of our time at work. We want to feel appreciated. Compliments and rewards (bonus, a raise, promotion etc) in the workplace make us feel important and needed. They’re essential, only when rewarded to employees who deserved it.
Employees who’re unmotivated due to the company’s failure to reward appropriately may lack purpose at their work and tend to perform at a lower level than others. A common mistake management does is to give credit to the entire team when it was an individual or only calling out on one person when it was a team accomplishment.
However, rewarding employees doesn’t necessarily increase employees’ satisfaction and retention levels. But we believe it helps to reward when employees actually worked for it and they wholeheartedly earned it; based on their performance and achievements and taking into consideration the company’s growth.
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