The habit of redirecting all tasks to your employees leads to the fact that the manager stops working altogether. Today, negative examples of bosses who successfully dump all tasks on their deputies and show up at work for lunch are quite common.
Delegating all tasks to your subordinates
Here you need to remember about the sense of proportion. Yes, a good manager can make everything work without his personal participation. However, he must always be aware of what is happening, make the necessary decisions in a timely manner and plan the stages of further development.
Forgetfulness about one's orders
This error is caused by the lack instagram database of control of the manager over the progress of the tasks. It occurs in organizations where clear regulations for setting and monitoring tasks for subordinates are not implemented. In such conditions, employees are in no hurry to start performing tasks in the hope that the manager may forget about it.
Breaking your own rules
The manager who announced the order on the work schedule must also carry it out. If the manager believes that he can show up at the office for lunch, he will not be able to get his subordinates to carry out his order. Moreover, if in such a situation you make demands on employees, regardless of their indignation, you can quickly lose your authority.
Incorrect assessment by specialists
Some managers evaluate specialists by their education, attitude or level of communication, but not by their results. As a result, the team has many “convenient” and pleasant people, but their work has to be done by the boss himself. At the same time, there is no time left for management tasks.
For each employee, it is necessary to generate statistics demonstrating their productivity and value in the position they hold. For sales managers, performance indicators are calculated in financial terms, marketers are assessed by the number of clients brought in, and production workers - by the volume of products manufactured.
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Conversations on abstract topics
Everyone knows someone who talks a lot and beautifully, but does little. A manager should not waste his time talking to employees who talk a lot but do not produce results.
Non-disclosure of plans
Often, managers do not consider it necessary to inform subordinates about their plans in the context of the organization's activities, and then become indignant when the staff does not contribute to their implementation. Lack of trust in the m