Managers and the way they are able to manage their subordinates shape how the company runs. All managers should therefore value people, be interested in two-way communication, trust in teamwork, and they should also be able to require personal responsibility without needing any kind of repressive measures for it.
In a recent article, the About Human Resources website focused on the mistakes that managers most frequently make when managing people and published the following Ten Commandments of bad managers.
1. They do not get to know their subordinates as people
Managers do not have to be personal advisors or therapists to their people, but they should know what is going on in their lives. Then they can better understand their needs and moods.
2. They are unable to show a clear direction
Employees need to hear clear expectations from their managers. If you make everything a priority, they will soon get the impression that you have no priorities. Moreover, they will not know whether they are doing well or poorly.
3. They do not trust their people
A typical example of a lack of trust is micromanagement. Distrustful managers breathe down their people’s necks in everything they do and directly or indirectly signal that they are incompetent.
4. They do not know how to listen
Active listening is an important way of showing respect to others. And you also find out lots of interesting information.
5. They make decisions and then they ask their people for an opinion
By doing this they make it very clear that they are actually not interested in their subordinates’ opinions. They can’t then be surprised when subordinates soon stop talking about their ideas.
6. They don’t know how to resolve problems right when they arise
They overlook conflicts between their own people and hope that they will resolve them themselves. But most of the time they soon find out that this was a naive expectation.
7. They want to be friends with their subordinates
Managers can have good relationships with their people, but they can hardly go to bars with them in the evening and complain about their work and boss.
8. They don’t know how to communicate and they conceal information
The only right communication with subordinates is transparent communication. Employees need to have sufficient information in order to make the right decisions. And managers need to know the same, which is why they should also be interested in feedback.
9. They don’t treat all employees equally
Good managers know that all employees have their individual needs. They also know that they need to use the same yardstick on everyone – not favoring anyone.
10. They don’t want to assume responsibility for their subordinates
When something goes wrong, they blame their subordinates in front of their bosses. By doing this, they lose trust and respect on both sides.
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