Bad management is catastrophic to business on multiple levels: reduced employee morale, minimal levels of productivity, low retention of talent pool, lack of motivation and creativity, and a host other crushing factors that can destroy your bottom line. Gallup research reveals that a staggering number of employees, roughly 70%, attribute their own motivation directly to their manager. If you’re in a managerial position, the responsibility to effectively lead your team rests on your shoulders. Because most bad managers may not be aware that they are, in fact, bad managers, it’s worthwhile to reflect and ponder on some of the common traits shared among bad managers to see how you can better manage and lead your team.
Pushing your employees too hard. There is probably no more direct a line to burnout than overworking your employees. Some managers, even the best-intentioned ones, tend to hand off more work to their most capable team members because it seems to make sense to push your best talent harder. Unfortunately, this often backfires as employees perceive the extra work as a form of punishment for their dedication. Stanford research reports that productivity per hour actually declines when a workweek exceeds 50 hours, with productivity dropping to such a low point after a 55-hour workweek that it’s pointless to continue working. If you absolutely must give your employees a heavier workload, be sure to compensate them for the extra effort and time required.
Not acknowledging accomplishments. Bad managers often take for granted that simple gestures recognising and rewarding hard work can do wonders for morale and productivity. Everyone, from the most self-driven to the shyest of employees, likes to have their efforts appreciated. To be a better manager, make sure that you are at the very least verbally and sincerely acknowledging your team’s hard work and thanking them for their input in successful projects and campaigns on a regular basis. Whenever possible and appropriate, celebrate major accomplishments and milestones with a fun team or company outing to demonstrate the value you and the senior management see in the work your team members put in.
Ignoring professional development. Although employees do thrive and feel empowered when they have autonomy over their daily responsibilities, it is still up to the managers to help guide their professional development. It’s crucial for managers to do exactly that: manage. Every employee deserves and requires professional development to help keep them challenged, stimulated, and growing. Without professional development, people become complacent, stagnant, and bored. Make it a point to meet with your team individually and regularly to discuss feedback and future growth opportunities.
Failing to connect. While there will always be some distance between a manager and his subordinates, a good manager should be able to build connections with each of his team members. There should be open channels of communication between a good manager and his team, as well as the confidence that discussions can be had as often as needed. Without this openness and rapport, no one can be an effective manager and no team member will be able to
fully thrive. Good managers understand this and work to build relationships with their team members, while bad managers fail to see why they need to connect more personally with their employees.
Not valuing input from the team. Collaboration and participation is one of the best ways to motivate your team. Asking for input from your team members is a crucial aspect of engagement, but it soon becomes an empty gesture if you don’t listen and respect their insight. Be sure that you encourage contribution from all your team members, listen attentively to their responses, and discuss actionable items together. Implement viable suggestions from your team whenever possible to demonstrate the value and trust you place in them.
