Irv Holmes discusses a few of the most common mistakes that managers can make.

1. MISTAKES
MANAGERS
MAKE
Irv Holmes

2. COMMON
MISTAKES
Managing a company of any size can be
incredibly stressful. From ensuring client and
employee needs are met to overseeing the
company’s finances to numerous meetings, it’s
a wonder that anything can get done in a day.
Unfortunately, sometimes, as managers, we
can let the work get the better of us, or
become blind to mistakes that hurt office
morale. Here are a few common mistakes that
managers make.

3. EMPLOYEE IMPORTANCE
First and foremost, understanding the sheer importance of an employee
is key to being a successful manager. One of the most common
mistakes made by most managers is the thought that employees are
nothing more than objects, drones who can only perform one task and
can be easily replaced. Each and every employee is unique and can offer
something new to the table; this is more than likely why he or she was
hired in the first place. By neglecting this, you can seriously diminish an
employee’s morale, resulting in the employee’s resignation, or worse,
poor performance from lack of motivation.

4. Controlling your ego is another important key
to management. You are a leader, and with
that position comes a great deal of
responsibility. By letting arrogance interfere,
you are simply hurting the business in the long
run.
MANAGING YOUR EGO
Recognition is also paramount to a great
management style. When employees do great
work, always make it a point to recognize it.
This does not necessarily mean that you must
hand out a raise to every employee who lands
that sale or does a great job on a project;
people underestimate the true power of
congratulations. That brief recognition could
mean the difference between a good
employee and a great one.
RECOGNIZE AND REACT

5. BUILD TRUST
Finally, this piece of advice is the utmost
important nugget of knowledge: trust. In order
for a great employee-employer relationship to
develop, there must be trust involved, at least
in some capacity. By constantly
micromanaging or “hovering” over your
employees, this creates a sense of distrust,
which can lead to a disgruntled employee.
Employees need to know that they were
chosen for the job because you felt that they
could handle it. Obviously, communicating
with your employee and checking in
occasionally is also important, it can not be
overdone as to damage the relationship. Put
simply: trust your employees.

6. All managers are different. There are multiple
different styles and some work better for others. And
it is not always possible to implement all of these
pieces of advice, but when you can, try. Value your
employees, recognize them and trust them; you
won’t regret it.