Are You Making These Manager “Morale” Mistakes?

Managers set the tone for the entire workplace.

You might not realize it, but your daily attitude in the office impacts each and every one of your employees. If you’re in a good mood, for example, it’s much easier for your team to be in a good mood. You’re their touchstone. And you need to be very, very aware of this.

Most struggling companies can directly trace their problems back to their employees. Or, more specifically, back to the management of their internal teams. When you have happy employees that feel appreciated, workplace productivity levels go way up. As a manager, you want to create an environment that strikes a healthy balance between relaxed and pressured.

Managers that command respect from their team tend to do so by being as genuine as possible. When you’re insincere—or when you rely on generic conceptions of how you think a manager behaves— it shows.

Here are a few common manager mistakes that have the potential to destroy employee morale. Avoiding the following is the first step towards leading a successful team.

Scheduled fun.

We’ve all attended a mandatory company Christmas or Halloween party where the boss was trying way too hard to make things “fun.” Don’t force your employees to participate in an office event. Rather, put together an office social committee and let your team plan the events. Team events are always much more successful when they’re planned by a team, not just the boss.

Constant surveillance.

Don’t make your employees feel like big brother is constantly watching them. Of course it’s your job to supervise your team. However, you never want to stand over their shoulders while they complete their projects. Give your employees the space that they need. Check in only when it’s necessary and your team will become more confident as a result.

Being critical. Then hypocritical.

There’s nothing employees dislike more than a boss that holds their team to a standard that doesn’t seem to exist for him/herself. Do not—I repeat, do not—criticize your team for any behavior that you regularly engage in. For example, if you routinely take long lunch breaks, don’t be a stickler if a member of your team happens to be a few minutes late coming back to work after lunch. Be an example of the behavior that you expect from your team. If your staff views you as a hypocrite, over time it will become increasingly difficult to change their minds.

For more tips on how to boost employee morale (and avoid these common management errors), contact the team at Sparks Group today!

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