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Are you Guilty of these Bad Management Habits?

Published January 2018

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So it’s January again which means that it’s that time of year when people are goal setting and are looking to start a ‘New Year / New Me’ approach to life. However, rather than recommending a juice cleanse, extreme diet and exercise plan or a dry January, we thought we’d share some bad management habits worth breaking in 2018. So if you find yourself guilty of one or more of these habits it’s time to make a change. If you do you’ll have a highly motivated and successful team in 2018 so what do you have to lose.


Refusing to Delegate - Weak managers believe that delegating makes them less important, but this is simply not true. It just makes them more effective at their job. Managers who micromanage staff and seek to retain control of all decisions never let their team fulfil their potential. If you don’t empower your team to act you’ll stifle creativity and delay results. Instead train staff to take on new tasks and delegate jobs and decisions to employees who show real potential. You’ll free up your time to focus on more strategic tasks and motivate staff by encouraging their development.

Ignoring Poor Performance - Doing nothing and hoping that the issue will get better on its own is not a good strategy to adopt when it comes to poor performance. If you have a member of your team that is struggling to achieve their objectives the best thing to do is to act quickly before the situation escalates and causes frustration and resentment amongst the rest of your staff. For more detailed advice on how to deal with poor performance check out our blog post on the topic here.

Aggressive Behaviour - Managers who are volatile or overly emotional create a stressful working environment for their employees. They also stifle innovation as staff won’t feel confident to share ideas if they are afraid of their managers reaction to any suggestions they make. Managers who display a lack of emotional control are also less likely to build positive working relationships with colleagues in other departments making it hard to garner support when needed

Blaming Others - There is nothing worse than a manager who refuses to take responsibility for a failure within their team or department. Review what went wrong and ask yourself, what could I have done differently to change the outcome? If you can show that you can own up to and learn from mistakes your colleagues will respect you more than if you’re constantly looking for an excuse for poor performance

Being Indecisive - Yes, it’s important consider the facts when it comes to important decisions. However, a leader who is indecisive can cause all sorts of issues for their team. Employees look to their managers for guidance so without a decisive leader your team will struggle to know what to do to succeed. Whilst we’re not recommending that you rush into something without the relevant information, don’t procrastinate or put off making decisions as it will only create uncertainty and frustration for your team.

Stealing Credit - There is nothing more disengaging for an employee than to work really hard on a project only to find our that once the job is done, their manager steals the credit for their work. Sharing the credit with your team doesn’t make you look less competent, if anything it shows that you have developed and trained an excellent team. Taking time to acknowledge the contributions that others have made is a great way to build trust and motivate staff.

Being Secretive - Another common habit of poor managers is a reluctance to tell staff what’s really going on. However secrets make companies political, anxious and full of distrust. It also leads to rumour and speculation which is almost always much more damaging than the truth would have been. Even if you have to share bad news it’s better to treat employees like grown ups and share information in a timely manner, this means that you can control the message and ensure that there is no misinformation circulating amongst staff. Giving individuals the chance to raise questions (confidentially or in an open forum) is a great way to reassure your employees and show that you care about their opinions and concerns. 


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