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5 Management Mistakes that Cause Employee Inefficiency

Do you wonder why employees quit their job? In this article, we will look at the five management mistakes most leaders make, and you should avoid so that you can build a successful team.

1. Making employees do meaningless work

Employees are paid to be productive and to get their work done in accordance with your business goals. However, one of the common management mistakes that most leaders or managers do is assigning meaningless tasks that do not add value to your business.  This not only wastes the company’s resources and money but also impacts the motivation of employees.

Meaningful work is highly motivational to employees, aside from favorable work conditions, career growth opportunities, pay, and reward systems. One reason is that people have always had a strong desire to seek their real purpose in life. Employees find pleasure in tasks that are relevant and motivating. 

As a result, they tend to be more productive, committed, improve their performance, and find satisfaction with their work. The more productive your employees are, the more your business will find success.  


2. Motivating employees using fear or intimidation

Fear is a strong motivator—but in a negative way. According to Ryan and Oestreich (1998), “fear doesn’t motivate toward constructive action. On the contrary, it nourishes competition within an organization, fosters short-term thinking, destroys trust, erodes joy and pride in work, stifles innovation, and distorts communication.” 

Although using fear as a motivator has an immediate effect, using it to threaten your employees’ job security will not give you the desired results. It will only destroy the foundation of trust, openness, creativity, and kill employee morale. As a result, employees will tend to become less productive, gossip at work, and look for another job.

Instead, you should promote team engagement to develop a positive culture in your organization. It will not only have a positive effect on your employees but will have a positive impact on your business as well.

3. Calling out employees in public

You have probably heard of the old saying, “praise in public and criticize in private.” As a manager, you should know what right words to say and the right time to tell your feedback to your employees. However, some managers think that using fear, such as calling out employees in public, will motivate them to do better because they don’t want to be called out again. 

You need to know what not to say to your employee and when to give your criticism so that the employee learns from his/her shortcomings and grows. When you criticize your employees in public, they will only focus on embarrassment instead of focusing on the message you are trying to convey. You might not be aware of this, but this trait can quickly turn off the entire team and not just the employee receiving the feedback.

Employee recognition is important. It shows that you acknowledge and value the behavior and effort of your employees who exerted effort in supporting your business goals. When you reward and praise your employees, and they feel valued and appreciated, their productivity rises, and they are more motivated to continue and even surpass their good work. 

In one of our previously published articles, we have mentioned that there are two reward systems. First is the intrinsic reward, which leans towards the internal motivation that a person receives. Second is the extrinsic reward, which comes in tangible form or the material rewards that an employee gets in return for their efforts.

These kinds of rewards promote growth and boost the morale and productivity of the employees.

5. Micromanaging employees

Micromanagement is a style of leadership that suffocates the performance of your team. This style of management is characterized by the excessive control of the work of his/her subordinates. It is suffocating and typically has a negative connotation. 

Employees tend to doubt their ability to complete a task independently and become dependent on their manager. Managers are also wasting opportunities as they put more time and effort into lower jobs when they can allocate their time and energy to more meaningful and significant tasks. 

They should only guide employees and not control them. As soon as the employees get the hang of their duties, managers should encourage them to perform their duties independently. By encouraging employees to work independently, their morale, satisfaction, creativity, and productivity increase. 

Although there is no such thing as a “perfect leader,” showing your employees that you are trying your best to be as effective as you can be. Avoiding the above-mentioned management mistakes can help you inspire and motivate your employees to become more efficient. 

Management : Eight Practical Ways To Motivate And Engage Your Team can help you learn practical ways to motivate and engage your team. This online course is specifically designed for (upcoming) supervisors, managers, leaders, and business owners. Also, entrepreneurs in IT, finance, and general business who want to get more out of themselves and out of their teams, can benefit from this online course.

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