Managing up and managing down: Difference between revisions

Revision as of 11:26, 6 December 2017

Revision as of 13:05, 8 February 2018

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*'''Always giving and never receiving feedback'''- Receiving, analyzing, and applying feedback from a managers perspective is just as important as giving it. Neglecting to give your employees the opportunity to evaluate your performance doesn't allow them to feel like their voice matters to the person directly overseeing their work.

*'''Micromanaging employees'''- Constantly checking the progress of your employees can be uncomfortable and prove to be unproductive for both sides in the long run.

*'''Being inflexible'''- Neglecting to acknowledge circumstances affecting employees outside of work when making decisions can frustrate people and create a [[hostile work environment]].

*'''Not taking responsibility for the team as a whole'''- When managing a group the failures and successes can be attributed to the team's leader/ manager, forfeiting the responsibility when the team fails is not good leadership.

*'''Lack of personal motivation'''- People pick up on the habits of the people managing them, a negative attitude towards your work can spread to your subordinates and create a lack of motivation in the company.