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Are You Accidentally Mistreating Your Team at Work?

As a manager, you set the culture and tone of the company. The way you treat others, especially those on your team can have a huge impact on their work. Very few managers set out to make life miserable for their team, but there may be some things you aren’t thinking about that may be a problem.

Do You Infantilize Your Subordinates?

We can all agree that most managers or small business owners want to bring an end to any form of bullying in the workplace. However, there are various instances when you could be the aggressor and not even know it. A common saying dictates: if you want something done correctly, do it yourself. However, this approach to success often does not translate well when working with teams at your workplace. Employees often detail how their project managers tend to want to micromanage every aspect of their work. Although they mean well, the fact is that doing this gives your team the impression that you may not have the most confidence in their skill and talent. Creativity is stifled when leaders fail to delegate work. As a result, you may miss out on the best your team has to offer.

Is Your Workplace Safe?

When we think about safety in the workplace, we often think about situations of physical danger. Although that is one of the factors that determines a successful, happy workplace, it is not the only issue. Having an OSHA-compliant workplace is a good start, but may not be enough to make your team feel like you have their back. So, what is the second part of the equation? It essentially comes down to what Simon Sinek, author of Leaders Eat Last would call the “circle of safety.” This is where you create a work environment that revolves around cooperation, confidence and mutual trust between leaders and employees.

Lack of Praise

A very common issue that plagues new leaders is a lack of praise towards their employees. Morale is, in fact, greatly affected when employees’ accomplishments are continuously overlooked or trivialized. Thus, when leaders see that morale is down, they often will implement monetary incentives to boost productivity. However, they quickly realize that incentives may be less effective than other solutions. Morale issues can often be best fixed by simply acknowledging a person’s hard work on past assignments.

You may be concerned about how you can promote a better, more positive workplace environment with plenty of praise and recognition. The good news is that there is still plenty of time and options for you to make productive changes. Employees will greatly appreciate you putting in any form of effort to build a more team-oriented, responsive leadership style.

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