4 ways managers subconsciously sabotage their own teams and how they can avoid it

Employees are very much attentive to how leaders behave. They look to see how people are treated by their boss. If the managers are mean and self-interested, employees will hardly stand the job under such management. But sometimes even the good managers can create obstacles for their team subconsciously and undermine their performance. Most of the time managers do not pay attention to how they are behaving but if they realize, there is a lot they can do about it.

Following are the few ways managers subconsciously sabotage their own teams and how they can avoid it:

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Concerned about managing people:

Managers are usually considered as people who are supposed to manage a bunch of employees working under them. When managers check each and every project of their employees, it hampers their productivity and slows down their progress. Therefore, good managers are not concerned about other people’s work; they work like a hawk to remove the barriers that stand in their way. They ask their employees what obstacles they are facing and the potential solutions they have in mind. They make their employees feel a part of the whole process which makes them feel empowered and an essential part of the company.

Not building a company culture:

A company’s culture is not developed by the HR or the CEO. It is something that is depicted by the team of people they are working with. The team of every manager works on the rules that reflect the unique role of the manager in their professional life. If a manager does not create a culture according to the field’s needs and requirements, then it becomes impossible for a company to attain success. A good manager makes sure to organize timely meetings in order to allow the team members to connect on a personal level.

Rewards for specific individuals:

Sometimes managers upon completing a project in a good manner, only reward those employees who they think have worked harder. Rewards in the form of performance reviews, public raise, or promotion impact the performance of every member of the team. A good manager knows how to keep a balance between rewarding teams and rewarding the heroes. Therefore, for an achievement that is achieved by a team, give them a public praise in the form of time off from work or thoughtful gifts. Aim for excursions that can be carried out during the workday.

Giving importance to results:

For a good manager, it is important to prioritize results over the output. Focusing on projects and output can make managers end up with disengaged and an exclusionary team culture. Therefore, focus on the processes and values that are embodied along the journey. It will show to employees that it’s not what they accomplish is important; the way they work for it is also valued by the managers.

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