The biggest mistakes of managers

Find out what are the biggest mistakes of company managers and be careful not to make them

Those who aspire to a solid and successful career are obviously waiting for professional promotions that enhance their name and talent, reaching ever higher positions in the company in which they work, and gaining leadership positions. However, holding a team position is not an easy task, and there are a number of mistakes on the part of managers that can significantly undermine (and significantly) the success and performance of the company.

With that in mind, we’ve put together in this article some important tips for those who want to avoid the most common Managers’ mistakes and grow into a career and profession in general, as you can see below:

  • Don’t give feedback
    Lack of feedback can have disastrous consequences for a company’s performance, whether it is positive or negative returns. When an employee does not feel recognized for his or her work, the tendency is to become unmotivated and therefore unproductive. On the other hand, employees who are not alerted to the failures present in their performance also do not have enough time to try to improve and correct errors, as they have no idea that there is any problem.
  • Not agreeing expectations
    Many managers are unsure whether to align the expectations and goals of their subordinates with the real opportunities and problems of the company, and this can create a number of problems.
  • Avoid difficult conversations
    When your role involves solving various problems, it is imperative not to be afraid of difficult or awkward conversations with employees. Elements that have previously been exposed are good examples of this and can lead to many complications that could have been avoided through clearer communication.
  • Recognize the wrong aspects in a subordinate team
    There are managers who attach more importance to the curriculum, empathy and time that an employee spends in a company than the tasks that an employee is, in fact, designing and delivering. In addition to causing conflicts in the team, it can also discourage those who are really keen to perform their functions and not “good chat” like those most valued by the manager.
  • Avoid turning off low-acting professionals
    Firing an employee is not an easy task, but those in a managerial position should know that keeping employees who do not perform their tasks as they should is harmful to the company. It is necessary to be firm when leading subordinates and consistency to know when to turn off an employee who no longer meets the expectations of his or her role.

Picture: Play.

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