7 manager styles to avoid

The number one reason employees leave the company is poor management. And most of those who have ever in such conditions can agree with this statement. A lot really depends on the manager’s behavior.

Based on the experience of many subordinates, the key seven styles of behavior were compiled, which cause a great desire for employees to leave their jobs:

1. Do not keep your promises

If a manager does not keep his promises, how can he expect someone around him to keep his promises? Such behavior can create a culture that allows for lack of accountability within the team. And lack of accountability will lead to reduced team performance. It will also reduce the trust of other employees in you.

2. Ignoring ineffective workers

Careless performers in a team can de-motivate good and great performers. They will influence the work of others in the team, as well as the overall success of the team. The longer the manager will wait to solve this problem with poor performance, the higher the risk of losing the best employees.

3. The presence of irregular meetings

When managers choose not to have regular meetings with the team, they send a signal that communication between team members is not important. And when a team does not exchange information on a regular basis, it is likely that its members are not included in key decisions, progress reports and training each other.

4. Rejecting the opinions and ideas of others

Nobody likes “know-how is everything”, and when a manager dismisses the ideas of others, a message is sent that he or she is smarter than the others in the team. Over time, people will stop sharing their ideas and innovations, will be closed. In the end, the manager will lose his competitiveness.

5. Micro-control

The manager believes that there is only one way to complete the task, and that he needs to make all decisions alone. People probably then turn to the supervisor to report. Ultimately, such a manager will show others that you do not trust other judgments. Many will begin to rely on the manager for all decisions, and the next thing that follows is that the manager will do all the work for his team himself.

6. Display of arrogance

Just the fact that a person is a manager does not make him a king (or queen). Is the manager able to just negotiate with his subordinate? Or, unlike him, are employees always “those who make mistakes”? Arrogance can manifest itself as being late for meetings and wasting time on other people. Bottom Line Effect: Arrogance shows disrespect for other people.

7. Not effectively delegating

As a manager, the manager’s first job is to get the job thanks to the efforts of other people, which means that he needs to be delegated. Many novice managers face the problem of this responsibility, whether this happens through planning or in real time.

Some managers actually see how delegation is risky. And the delegate’s unwillingness is often driven by fear: fear, they lose control, lose their reputation as an “expert, ” or have to face the unknown. Remember that delegation is much more than transfers from a task or solution; it requires an understanding of whom to delegate; how much information needs to be shared; and how often, to monitor the progress and status of a person.

Tips are quite simple. A plan should be made on how you can change your behavior as a manager in order to avoid the risk of losing top performers.