There are countless books and articles on what managers should do to be effective, but far less attention is given to what they should not do. This is unfortunate because bad management practices can have just as detrimental of an effect on employees and organizations as good management practices can have a positive one. In general, managers should avoid anything that could potentially de motivate or alienate their employees. Here are some specific things that manager should not do:
1. Don’t take credit for your employees’ successes: One of the most important things for a manager to do is to give credit where it’s due. When an employee does something well, make sure to praise them in front of their peers and superiors. Taking credit for your employees’ successes will only serve to make them resent you and feel undervalued.
2. Don’t micromanage: Another key management practice is giving your employees the freedom to work independently and make their own decisions. Micromanaging will only lead to frustration on both your part and your employees’ part. It’s important to trust that your team members are capable of doing their jobs without constant supervision from you.
3 .Don’t play favorites: It’s only natural for managers to develop closer relationships with some employees than others.
Don’t create a policy every time somebody messes up
It’s easy to fall into the trap of thinking that the solution to every problem is to create a new policy. But sometimes, all that does is add more bureaucracy and make things worse.
Consider the case of John, who works in your office. John is generally a good employee, but he’s been known to have a bit of a temper. Recently, he got into an argument with another staff member and ended up shouting at her.
You could choose to ignore the incident and hope it doesn’t happen again. Or you could decide to create a new policy that prohibits shouting in the workplace. But what if John was just having a bad day? Is it really fair to punish him with a new rule that everyone has to follow?
Creating a new policy for every little thing can be counter-productive. It can make your workplace seem like a police state, and it can breed resentment among employees who feel they’re being micromanaged. Sometimes, the best thing you can do is just talk to the person who messed up and see if they’re willing to change their behavior without needing a formal rule telling them what they can and can’t do.
Lying is one of the most important things a manager should not do. It creates an environment of mistrust and can lead to employees feeling like they can’t trust their manager. Lying also diminishes respect and authority, two essential ingredients for maintaining a successful team.
Don’t hide behind policies or senior management when you have to be tough
It’s easy to take the easy way out when you’re a manager and you have to be tough with someone on your team. You can hide behind policies or senior management, but that’s not the right thing to do. If you’re a manager, you need to be able to stand up for your team and fight for what’s right. That means being tough when it needs to be done, and not backing down just because it’s difficult. Here are some tips on how to be a strong leader and stand up for your team:
1. Be clear about expectations
When you’re setting expectations for your team, make sure they’re realistic and achievable. If they’re not, then you’ll set yourself up for disappointment later on. Be clear about what needs to be done and why it’s important. This will help everyone understand the task at hand and buy into the goal.
2. Communicate effectively
Part of being a strong leader is communicating effectively with your team members. Make sure they know what’s going on at all times, and that they understand your vision for the project or task at hand. Keep the lines of communication open so that everyone is on the same page from start to finish.
Don’t be a pest
Don’t constantly check in with your employees. If you’re always hovering around or asking for updates, it can make your team feel uncomfortable and micromanaged.
Don’t send too many emails. Just because you can contact someone anytime doesn’t mean you should. If you’re constantly sending messages, your employees may start to feel overwhelmed and tune you out.
Don’t ask for favors all the time. Your employees are there to work, not do personal tasks for you. If you find yourself constantly asking people to do things outside of their job descriptions, it’s time to reevaluate how you’re using your team’s time and skills.
In short, try to be considerate of your employees’ time and energy levels when making requests or giving instructions. And if you find yourself being a pest more often than not, it might be time to take a step back and reassess how you’re managing your team.
Don’t threaten people
It’s never okay to threaten people. Not only is it morally wrong, but it’s also illegal in many cases. If you’re feeling angry or frustrated, take a deep breath and walk away from the situation until you’ve calmed down.
There are lots of ways to resolve conflict without resorting to threats. If you feel like you can’t control your anger, seek professional help so that you can learn how to manage your emotions in a healthy way.
Don’t demand the impossible
The demands placed on managers are constantly increasing. In today’s business environment, they are expected to be proactive and always looking for ways to improve efficiency and productivity. They are also expected to be able to motivate teams and get the best out of each individual.
However, there is a limit to what managers can do. They can not demand the impossible from their team members. This will only lead to frustration and resentment.
There are certain things that team members simply can not control. For example, they can not control the actions of other people or the decisions of senior management. All they can do is their best within the parameters set by their manager.
Asking team members to achieve something that is impossible is not only unfair, but it is also a recipe for disaster. It will lead to disillusionment and may even cause some team members to quit.
A manager should never put their team in an impossible situation. If there is a goal that seems unattainable, it is important to have a realistic plan in place on how it can be achieved. Otherwise, it is better not to set it as a goal at all.
Don’t ask employees to do anything unethical
In the business world, there are a lot of things that managers should not do. One of those things is asking employees to do anything unethical.
There are a lot of reasons why managers shouldn’t ask employees to do anything unethical. First, it’s not good for the business. If word gets out that the company is doing things that are unethical, it will damage the company’s reputation. Second, it’s not fair to the employees. They shouldn’t have to put their careers at risk by doing something that is against their personal values.
Third, and perhaps most importantly, it’s illegal. If a manager asks an employee to do something that is illegal, the employee can report the manager to the authorities and potentially get them into a lot of trouble.
So what counts as something unethical? Generally speaking, anything that goes against the law or public policy would be considered unethical. This includes things like bribery, fraud, embezzlement, and insider trading. Additionally, asking an employee to lie or cover up for someone else would also be considered unethical behavior on behalf of a manager.
In short: don’t ask employees to do anything illegal or morally wrong. It’s not worth risking your business’ reputation or breaking the law just for a quick buck – or even just to save your own skin if something goes wrong further down the line.