Effective leaders know how to motivate their team and push them to be better at what they do. Leaders know how to manage their team, encourage them to be better at their work, and at the same time, enjoy what they do.
Employees, when treated equally and with enthusiasm, perform at top-notch levels. If your team is producing quality work, enjoys having you around as a manager, and sees you as a good role model, congratulations! You’re doing a great job as a leader. On the other hand, if your team seems far from that image, then there may be obvious signs you have failed them as a leader. Stick around and see if you’ve been practicing these bad management habits and how you can break them.
Related: 6 Traits that Separate Leaders from Bosses
1. You don’t know how to manage your people
If you find yourself spending more time with your desk, glued to your computer screen rather than interacting with your team, there goes one of the few things wrong with your management skills.
Great leaders/managers/bosses talk to their people, and not just look at them like they’re numbers or data on a spreadsheet. They are hands-on when it comes to honing their team and coaching them. Do this and the number will improve on its own.
2. Cut the “all about me” attitude
People, in general, who only think about themselves does nothing good for others; in this case, for the team. These type of people with this mindset neglect the needs of their colleagues and are likely to build walls in front of them shall any conflicts arise. This is not rare; a lot of team leaders, at one point or another, act this way. They don’t motivate, assist, and reach out with their subordinates
3. As well as the “know-it-all” mindset
News flash: you don’t know everything. Admit when you’re wrong, ask questions when you know little or nothing about the issue or subject, offer the floor to other colleagues when brainstorming, and so on.
The clash of ideas are what you want to have; if you don’t have any to discuss, that’s when you should start worrying. You have a team with different ideas and creative flavor; use that leverage.
Related: 7 Ways to Inspire Your Team
4. Stop ignoring your team
One of the worst ways you can treat your colleagues is to ignore them. You think Bryan will do better and soldier through if you ignore him? Think again.
This brings no advantage and what you’re doing only traps their full potential. Change your ways and zap your incompetency. Recognize your team and their contributions. Small acts like this will motivate them to perform better; produce quality outputs, and increase their productivity that no salary increase can counter.
5. You’re not setting goals
What are your department’s and your company’s goals? Do your team know what these are? Are they aware about how things work and how their contributions are valued?
You need to be clear with your goals and the job responsibility. If they don’t have any clue what these are, they’ll get lost in the journey.
6. You don’t give rewards/recognitions; and don’t take full responsibility
As mentioned earlier, recognition is important to show your team how much you value them and their work. Meanwhile, when conflicts come up, don’t point fingers especially if you know you’re the one responsible for approving any mishaps.
Learn how to stand up and take responsibility not just for the positive outcomes but for the negative as well. As for recognitions, give credit where credit is due. Also, simple rewards such as coffee for everyone or pizza Fridays are always guaranteed to lift up the stress off of everyone.
Related: How to Conduct an Effective Meeting
7. You don’t listen to your team
When someone is speaking, lend your full attention to them; not just your body placed facing them, actively and genuinely listen to what they have to say. Otherwise, it would be a huge act of disrespect to them. You don’t want to talk to walls, do you?
If you’re not getting the right attitude and performance you expect from your team, chances are you’re the one at fault. Stop treating them like slaves and lead them to grow.
