On the Fast Company website, media training company Mindflash present a guide to the seven habits of a highly ineffective manager.
Highlighted in infographic form are the "most common workplace ruts" that undermine the effectiveness of managers. Here is a summary of the seven undesirable habits and how to kick them:
1) Continually breaking your word. This destroys trust and ultimately affects the quality of work. It's better to err on the side of promising less than you expect to achieve.
2) Publicly chastising employees. Managers sometimes do this because they want to solve a problem quickly or they want to appear in control when they aren't. However, it will alienate individuals and breed resentment. Addressing problems in private, though, sends a message that you care about the employee's feelings and have their long-term success in mind.
3) Getting "all up in their business". Invading privacy and crossing personal boundaries will make employees feel uncomfortable and unresponsive. Let them offer information about their private lives that they feel happy to share but don't "press them for details".
4) Withholding positive feedback. Managers sometimes assume their best performers know they are doing a good job and that they will infer that "no news is good news". However, without positive affirmation they will feel they aren't noticed or appreciated and end up disenchanted. You can build a rapport and bolster confidence with regular praise and recognition where it's due.
5) Being "all-knowing" all the time. This can manifest itself in micromanagement, not allowing employees to perform small tasks without approval and not listening to advice. As a result, employees feel they don't have ownership of their jobs. Make sure you are allowing them to do the work you hired them to do.
6) Speaking before listening. Give employees space to speak their mind and respond positively to their feedback, otherwise they become frustrated and stagnant.
7) Being afraid of discipline. If you don't deal with poor behaviour you give licence for more. Set a time to deal with the problem in question and don't be afraid to consult with "higher-ups" for advice.