If you are fortunate to be a jefe, or simply aspire to be. The chances are that you do whatever possible to stay on top form and avoid the dreaded label of ‘bad boss.’ You never raise your voice or make employees feel inferior. You do whatever humanly possible to create a positive, even-footed culture. And yet, you still get a distinct feeling that your team isn’t happy.
This is an issue, and it’s one you need to overcome to stand any chance at implementing a strong and stable workforce in the future. Obviously, though, overcoming management issues can be tricky when, as far as you’re concerned, you’re doing everything right.
Often, though, you don’t have to be a stereotypically ‘bad boss’ to get on your employee’s bad sides. It’s still entirely possible that you’re undermining members of your team, and that can be just as harmful as a forceful or brash management method.
To get things back on track, consider whether you’re making the following management mistakes without even noticing.
Failing to Recognize Potential
Progression and recognition are fundamental to a happy working team, but they’re key factors that many managers forget to implement, thus disappointing and disillusioning their teams. Your best way of avoiding this is to consider implementing progression opportunities moving forward. Leadership development courses like those offered by Norwich University can be fantastic for helping you get your head around this, as can something as simple as asking department heads to bring you the names of top performers. As well as ensuring you don’t undermine your best, finally taking the time to recognize and develop deserving employees could turn into a fantastic productivity incentive.
Morning meetings can be beneficial across the workplace, but don’t think that you need to give a lecture every time you delegate a task here. As well as boring everyone, this will send a clear message that you don’t trust the employee in question to use their initiative on the matter. And, this is guaranteed to undermine their efforts. If you’ve been making this mistake until now, change it. Cut your morning meetings to bare basics, and focus on nothing more than necessary task information. Remember, your team knows where you are if they need you, but the chances are that they’ll be able to get on and prove why you should have trusted them all along.
Being Too Supportive
Showing employee support is a vital part of your role, but there is such a thing as too much. Far from proving that you care, going overboard here could leave employees doubting your trust. After all, what are they supposed to think if you’re hovering over them every five seconds? Of course, you don’t want to cut support altogether, but checking in once a day and just letting team members know that your door is open should be more than enough. That way, you can prove that you trust them to get on with things, freeing you to finally start managing your team if the way you’ve always aimed towards.
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