Strong leadership is one of the key pillars of success at any organization. And we don’t just mean executives. We’re talking about leaders at every level.
It’s critical that you demonstrate great leadership. Here are18 warning signs you need to be a better manager. 70- 80% of the workforce reports to a frontline manager… Since
1. You’re never, ever wrong. Admitting your mistakes increases employee engagement – because everyone makes mistakes. Acknowledge yours so you (and your team) can focus on learning from the situation
· You over-promise (on a raise, a promotion, etc.). Believe it or not, this is an easy fix:
· Start having ongoing coaching conversations with your employees
· Provide them with meaningful feedback about their performance
· Align their personal goals with organizational goals
· Compensate employees based on performance outcomes and the policies of your organization.
2. You expect your employees to be just like you. Employees were hired for the value they bring to your organization. Trust their ability to get results, even if it’s different from how you would do it.
3. You have a pesky habit of calling employees on their day off. Make it part of your process to get a quick project summary from employees before they take time off. Employees appreciate having good life-work balance. Let them enjoy it.
4. You’re a micromanager. Ask yourself, “Am I too involved in the day-to-day work of my employees?” Your role is to encourage employees to be their best and ensure they’re achieving the desired results. How they do that isn’t always the most important thing.
5. You don’t want to hear your employees’ viewpoint. As a manager, you set the strategic priorities for your team, but that doesn’t mean you shouldn’t ask for their input. You don’t want to stifle innovation or miss good ideas or important information. So be sure to seek out the ideas and opinions of others as part of your decision-making process. Blah, Blah, Blah. Here’s what I was thinking..
6. You have favorites. Favoring employees who “are just like you” or are easy to manage doesn’t make you a good manager. If you think some of your employees need to sharpen their focus or attention to detail — tell them. And work on a development plan to address the issue.
7. Your feedback isn’t relevant. For feedback to be effective, it needs to be timely, specific and honest. It also needs to demonstrate the impact (positive or negative) of an employee’s behavior. Give feedback regularly and avoid hollow statements such as, “Great job!” Great job!
8. You’re passive- aggressive or ignore employees. Rather than let issues or problems build up, address them early. Set up a time to talk privately and be clear about why you’re meeting. Focus on one or two areas that need to be addressed then ask for input on how to resolve it.
9. You hog the limelight. This isn’t so much about taking all of the credit for great work as much as it is ignoring everyone else who was part of it. There’s a simple lesson to be learned here: There’s no " I " in team.
10. You constantly change your mind. Your employees already have a lot on their plate. The last thing they need as they try to finish another urgent project is lack of direction. Make a point to engage employees during the planning process to set the strategic direction before saying “Go!”
11. You’re quick to blame employees for mistakes, but rarely express gratitude when they succeed. This is all about accountability. As a manager, it’s your job to hold employees accountable for their successes and their missteps. Provide just as much detail in positive feedback as you would when mistakes happen.
12. You don’t give employees a chance to grow. During one-on-one meetings, shift the discussion to development. Ask employees what they’re interested in and give them a chance to do something they haven’t done before to help them build new skills. Then, create a development plan to help them close any skill gaps.
13. You ignore a drop in employee motivation. If it seems like your employees are dragging themselves to work and are unmotivated on the job, you need to address the issue head-on. Sit down one-on-one and share your observations. Then listen. It could be the result of an issue or challenge you aren’t aware of.
14. You don’t discuss your employees’ future. Talk regularly with employees about their career goals and what they need to do to reach them. Outline any training or mentoring programs your company offers. And of course, offer support and encouragement.
15. Career Goals Let’s talk about that later.
16. You throw tantrums easily. Your negativity can be a major drain on your employees. To stay cool under pressure:
• Take deep breaths
• Watch your tone of voice
• Be aware of your facial expressions and body language
• Give yourself time to calm down before continuing a conversation or entering a meeting
17. Your employees’ work is never enough. Holding employees accountable and encouraging them to aim high is all well and good. But there’s only so much time in the day. Goals need to be realistic and actionable, and when urgent projects do come up, work with employees to reprioritize their focus.
18. You operate by irrational fear. Is the world really going to end if “this” or “that” happens? Probably not. The more confident and focused you are, the more confident and focused your team will be.
If this sounds like you - TalentEvolutions can help! Contact me at KMockTalentEvolutions@outlook.com today!