9 Ways Leader Accidentally Ruin Good Employee

Being a good manager is difficult. Manage employees is difficult too, but some ways leader do will accidentally stop employees from being their most productive, innovative and positive selves.

#1 Holding Unnecessary Meetings

Meetings need to create value for employees, such as brainstorming ideas, reaching crucial decision or coordinating work. If it’s about anything else, skip it.

Give employees back their time by choosing your meetings strategically. Go in with a clear plan of what you want to cover during that time and hold everyone to it.

#2 Giving Unclear Communication 

“Let’s make sure to finish the project by quarter-end”, this sound a clear directive, but it’s not.

Give a specific details when communicating goals or other work objectives to employees and encourage them to tell you when you’re not precise.

#3 Giving Too Much Information

It’s essential to provide right amount of information to employees. “Drinking from the firehose”, as many people call it, is overwhelming and decreases productivity.

Deliver information in smaller chunks and through multiple channels to give them chance to assimilate the information better.

#4 Responding Too Little and Too Late

When employees ask a question or make a request, don’t ignore it until you have time to answer. Learn how to triage questions based on priority, so everyone gets their answer promptly.

If you can’t answer quickly, let them know you’ve seen the message and let them know when you’ll response.

#5 Trying to Control Everything

Micromanagers are the worse! Preventing employees from owning their work, domain and role stifles their productivity and abilities and reduces their appetite for innovation and work.

Let go and give your employees freedom to work. Offer guidance and suggestions, not mandates and orders.

#6 Leading with Emotions

Emotions have their place, even at work, but bring too many into workplace can harm a team. Team will avoid dealing with manager who get angry at slights or take offense to any question.

Use emotional and social intelligence to uncover why you react the way you do and how to deal with it. It’ll make you easier to deal with and your team will be happier and more productive.

#7 Being Indecisive

Analysis paralysis happens when you try to consider every options before making a decision. As a manager, your team looks to you for guidance and leadership, that means making a lot of decision everyday. So you can’t afford to be indecisive.

Your team need you to decide, so they can get on with their days. Is okay if you make a wrong one, you can always pivot and adjust the situation. Your team will forgive you and appreciate you acted swiftly to rectify it.

#8 Changing Things Too Often 

A manager who jumps on every new idea and changes their team’s priorities rapidly can be a problem too.

Employees will start to question your competency, vision and resource management. Not to mention, they’ll feel very insecure about their job and future of the company.

Once you implement something new, leave it alone. Once you make a decision, don’t change your mind.

#9 Criticizing Without Praising

Everyone make mistakes, and it’s easy to point them out. They aren’t meant to be used as a way to blame employees or to deflect negative outcomes from their performance.

Good leaders minimize damage by using them as a way to introduce solution to help, such as training, job shadowing, switching strategy and changing roles. Leaders should focus on solution, and work with employees to encourage those fixes.