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Mistakes managers make
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Mistakes managers make that prevent workplace harmony!
By Jean Kelly Modern day workplaces are beset with conflict. Staff often feel disgruntled and demotivated, they put in complaints about their managers and colleagues and workplace relationships break down. Conflict at work costs money – possibly thousands of pounds - if staff complaints go formal and need investigating or end up in an employment tribunal. Not to mention the expense of management time dealing with these issues, recruitment costs when staff leave and the outlay for training new workers. During the 16 years I have been consulting, coaching and investigating harassment and bullying complaints for large organisations, I have observed or been told about the behaviour and attitudes of managers and supervisors towards their workers. I have noted the mistakes some of them have made – mistakes which led to staff feeling demoralised, humiliated, ignored, stressed, misunderstood – the list could go on and on. Now I am not saying that all these managers were unpleasant and uncaring people – though some may have been all of that. Often they were just inexperienced and untrained as far as people management issues were concerned. For example, they might have been promoted because of their expertise and specialisms and these promotions led to them being responsible for staff. But they had not been given the training to help them manage the people side of their new roles. Add to this high workloads, pressures for deadlines, cuts in head counts and other workplace stresses, and dealing with people issues was often low on their list of priorities. So what were the mistakes these managers were making? First and foremost, managers sometimes treat workers as if they are incapable of making decisions for themselves. Even though you are the manager with a wealth of experience and expertise, as well as responsibility for the section, it is does not mean that your staff cannot take the initiative, cannot make decisions and need to ask your permission before they do anything. If this is what you believe and how you relate to your staff, you will have employees who are demotivated and show little accountability for their actions. You and they will feel frustrated and thoroughly fed up! You will feel stressed and unsupported by them. They will feel useless and probably adopt a “Why should I bother?” attitude towards you and their work. Disharmony and conflict are likely to follow. You will feel let down and they will feel picked on and treated as if they were children. I have dealt with staff complaints where individuals feel crushed and put down by managers who set high standards and would not allow their team to make decisions for themselves. The managers interfered with the minutiae of the employees’ work and imposed targets and standards without taking on board the feelings or needs of their staff. Unhappiness reigned as a result and performance suffered. One of the key mistakes to avoid is that of treating your staff as if they are children and unable to act independently for themselves. Allow your staff to ‘grow up’ in their jobs and treat them like competent adults. They will then begin to act as such and together you will create a happier and more productive workplace. If you want to have fewer sleepless nights wondering how to deal with poor performance and unmotivated staff, click on www.jeankellyconsultancy.co.uk and ask for a copy of the FREE REPORT - 7 Mistakes Managers Make that Prevent Harmony at Work and learn what the other 6 mistakes are. Jean Kelly MA, MCIPD has a wealth of experience training, coaching and investigating into all aspects of harassment and bullying at work. Check her company out at www.jeankellyconsultancy.co.uk |
