Mistakes Managers Make

Managing a company of any size can be incredibly stressful. From ensuring client and employee needs are met to overseeing the company’s finances to numerous meetings, it’s a wonder that anything can get done in a day. Unfortunately, sometimes, as managers, we can let the work get the better of us, or become blind to mistakes that hurt office morale. Here are a few common mistakes that managers make.


First and foremost, understanding the sheer importance of an employee is key to being a successful manager. One of the most common mistakes made by most managers is the thought that employees are nothing more than objects, drones who can only perform one task and can be easily replaced. Each and every employee is unique and can offer something new to the table; this is more than likely why he or she was hired in the first place. By neglecting this, you can seriously diminish an employee’s morale, resulting in the employee’s resignation, or worse, poor performance from lack of motivation.


Controlling your ego is another important key to management. You are a leader, and with that position comes a great deal of responsibility. By letting arrogance interfere, you are simply hurting the business in the long run.


Recognition is also paramount to a great management style. When employees do great work, always make it a point to recognize it. This does not necessarily mean that you must hand out a raise to every employee who lands that sale or does a great job on a project; people underestimate the true power of congratulations. That brief recognition could mean the difference between a good employee and a great one.


Finally, this piece of advice is the utmost important nugget of knowledge: trust. In order for a great employee-employer relationship to develop, there must be trust involved, at least in some capacity. By constantly micromanaging or “hovering” over your employees, this creates a sense of distrust, which can lead to a disgruntled employee. Employees need to know that they were chosen for the job because you felt that they could handle it. Obviously, communicating with your employee and checking in occasionally is also important, but it can not be overdone as to damage the relationship. Put simply: trust your employees.
All managers are different. There are multiple different styles and some work better for others. And it is not always possible to implement all of these pieces of advice, but when you can, try. Value your employees, recognize them and trust them; you won’t regret it.