Top 7 Mistakes Managers Do In Communication With Employees

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By Maria B

Being a good leader of a company and professional manager for the employees takes some time and skills of leadership and management. Managing is an art and if you are willing to become a good boss, you have to learn some basic rules. What is the most important is to get rid of some typical mistakes all the leaders usually do at the beginning of their lucrative career. The harshest mistake is not to admit your own mistakes silently feeling ashamed of them. But here is the thing – a mistake is an indicator of your development. So, are you getting a promotion to the position of a manager? Would you like to find out some secrets of how lead management? Do you want to avoid typical mistakes managers make in communication with employees? Then this article is for you.

It is better to do it yourself than explain a task for hours
This is the most common mistake for all the leaders despite their age and working experience. Keep in mind that wise leaders delegate authorities, not tasks. But if you haven’t got enough time to formulate your own managing strategy and leadership skills, do not hurry up to do everything yourself. Especially, if the deadline is coming. Managers are usually justify themselves that they are limited to the date and there is no time for explanations. But the same situation repeats project after project and these simple weaknesses in the workplace turn into a model of communication between the leader and employees.

The second justification managers tend to use is that no one can do better than they can. The only way out of this trap is to control your leadership weaknesses and force yourself not to perform task delegated to employees.

Now I am boss and I don’t want to go deep into details

This is the second typical mistake for supervisors. A professional and good-qualified boss always knows how the business works, gets interested in details. It is essential for a good leader to balance between delegating tasks and taking control over the team performance.

I want to control everything

This situation has something to do with the mistake #1, but here are some new peculiarities. A leader delegates a task to the employee, but at the same time, he would like to see hourly plan and control every minute of its performing. That way an employee does not feel responsible for the result. An effective manager delegates him a task, but not the responsibility for it.

Intense team-building strategy

We want others to like us. The best way to be attractive is to praise. It is a common mistake for young bosses to praise everyone for any detail in order to become popular. They focus only on positive moments and tend to ignore drawbacks of the work, thinking that it may work against the team-building strategy.

Intense team-destroying strategy

This one occurs when a boss suggests that instant critics and complaints work for benefit of the working process. Employees are aware their mistakes and are ready to rework them. Even if a worker performs tasks well, he could do it better. Criticism is not always a good idea, as there are times it starts to demotivate.

Boss is our peer

Young leaders usually tend to preserve friendly informal relationships with his employees. In my opinion, it is a controversial decision. Even if you are a big boss, you should always be a human. But it is also crucial to save the balance between friendly relationships and familiarity.

Focus on a result, but not on a professional development

Any task and any project is, firstly, a great opportunity to learn something new, but not just to achieve a result. A good boss always notices what new information and skills a team can get or master. That way, even the most failing project brings benefit.
Authored By Jeremy Raynolds
Jeremy Raynolds is a professional team-building coach. He is a 39-year-old American blogger and journalist who writes about business, personnel management, and ways of pitching a startup and crowdfunding strategies on a global market. He is famous for his articles known all over the world about startups and how to form a new team. There is a precious opportunity to read some of his publications at