Managers often take on management responsibilities without previous training. It's sink or swim, and as a result managers tend to make the same common mistakes. Here's some help in identifying possible management pitfalls and how to avoid them.
By na
- Micromanagement is a curse, and it's a lose-lose proposition for everyone involved. Successful leaders know that they are paid to motivate and inspire employees to do good work, but managers and leaders who try to do the work themselves are doing it the hard way. If you are micromanaging your team, stop it -- now!
(Added: 4-Apr-2006 Hits: 63
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By Robert Bacal
- Not all employee want to be involved in day-to-day decision making, and are quite content to leave decision up to the "person in the corner office who makes the big bucks. Insisting on employee involvement and empowerment can cause negative fallout.
(Added: 4-Apr-2006 Hits: 59
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By Kelly Mollica
- our employees routinely come to you with complaints about each other, involving everything from co-workers with negative attitudes and poor cubicle manners to team members who aren't pulling their share of the workload. And you get involved because it is the manager's job to resolve conflicts among employees, right?
Not necessarily. Sometimes the best thing you can do is "push back" by asking complaining employees to quit bellyaching and address interpersonal conflicts on their own before they try to unload them on you.
This hands-off approach benefits you by allowing you to focus on your work and by developing your employees' ability to handle workplace conflicts--a valuable skill for all employees, not just managers.
(Added: 4-Apr-2006 Hits: 37
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By na
- Some common management mistakes can end up with the company and the manager being sued. Here's some things to watch out for, including termination of employees, motivating poor performers, criticism, and ignoring problems.
(Added: 4-Apr-2006 Hits: 50
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By Stephanie Goddard-Davidson
- Here's a short take on some common mistakes made by supervisors, including not leading by example, and giving feedback based on personality rather than behavior.
(Added: 4-Apr-2006 Hits: 64
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