Big Mistakes Leaders Make
Leaders want to create a positive work environment. None, probably, intentionally mistreat employees. So maybe thinking through this list will improve us all.
Lack of Communication
There are several ways leaders fail in their communication. Leaders are often not transparent. The leadership holds out on important information. This causes people to not trust the leadership.
Often leaders fail to listen. Communication is a two-way street. So failing to listen can lead to frustration.
Leaders often fail to explain the “why” behind a decision. This leaves the people without a sense of purpose.Micromanagement
Micromanaging refers to the constant oversight, which shows a great lack of trust. The leader sees himself as a leader, but not those that work with him. The leader sees his best intentions and the behavior of the employee.
The leader wants to be involved in all decision making by those under his leadership. This means that there is a lack of respect for the “underling!”
Micromanagers may just change plans in the middle of the work. Like changing the rules to Monopoly in the middle of the game. This causes the employee to feel confusion and hurt.Unrealistic expectations
Probably the biggest culprit here is faulty communication. Things aren’t clear. So the employee wonders what is truly expected.
Often leaders forget to be flexible and to consider the individual, the location, and the job or ministry.
If expectations are not clear, then priorities may be unclear. This will lead to great frustration and a fear of failure.Ignoring concerns
It is possible that leadership doesn’t listen to the concerns, the feedback from the employee. The boss becomes unapproachable. The employee is tired of being dismissed and treated as less.
The leader may act superior and ignore the concerns without failing to help the employee understand why the concern isn’t the problem he believes.
Maybe the concern was accepted, but there was no follow up to allow the employee to feel heard.Favoritism
Often some employees are given preference. Their concerns are heard, their needs are met. They are thanked and praised to the exclusion of others.
Opportunities may be given or understanding of a situation with one and not the other.
What might get a reprimand for one may not for the other.Retaliation
If an employee doesn’t please the leader, then he or she may be marginalized.
The leadership may scrutinize the work of the employee to a degree much beyond that of those that are favorites or please them.
Leadership may spread false information with a desire to embarrass and humiliate the employee that is not on their good side.Photo by Sander Sammy on Unsplash Failing to recognize and appreciate
The leader may fail to celebrate successes or milestones of the employee.
The leader may not offer the employee pathways to growth and self improvement.
The leader may not communicate clearly to the employee.
