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These are the 10 deadly sins a boss can commit

June 15, 2020

One of the most damaging factors for the working atmosphere in a company is bad managers, because they cloud the environment by feeding them through narrow communication channels and little or no motivation among employees and affecting production for the company.

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These are the 10 deadly sins a boss can commitThese are the 10 deadly sins a boss can commit

Be boss It is a difficult task and it is much more complex to be recognized for excellence in this position. But one bad boss It’s up to everyone and if you’re not careful, it will be very easy for you to be tempted to be a great bad boss. Which will never be a very honorable mention in the business world.

Losing bad bosses Talents for your company. In today’s environment, talent matters. Talent wins, talent brings you the next business or opportunity. Talent gives you competitive advantages. Any manager who does not understand this and treats his or her employees inappropriately, unfairly or arrogantly runs the risk of being fired. And for a good reason.

The sins of command committed by negative leaders are rejected by companies. They cause poor profitability and discredit the company.

There are 10 common mistakes that leaders with leadership positions typically make. Here we disclose them for the benefit of your company:

1. Verbal abuse. Verbal abuse manifests itself in different ways. Use disapproving, sarcastic or accusing tones; make hurtful comments or destructive criticism of people’s work or appearance; Be insensitive to your people’s personal problems. interrupt what they say or ignore them with your silence; humiliate them publicly or privately.

2. Don’t keep what you promise. There are managers who often try to convince an employee to do something special in an almost desperate zeal at all costs. In this angry attempt, they resort to false incentives, such as an increase that never comes.

There are also times when you commit this executive sin unconsciously. If you have good intentions, if you make a promise but it is not up to you to fulfill the offer you are making.

3. Download your anger instead of trying to correct it. Often the pressure on you is sometimes great. But you exacerbate the problem if, instead of trying to correct the performance of your subordinates so that they improve their productivity, you take in your courage for the mistakes they have made. You will make him nervous and increase his inefficiency.

4. Never compliment the good performance. In many companies, the lack of awards or ratings gives rise to complaints among workers. Many bosses, sometimes led by Pride, automatically blame every mistake their employee made, but they never recognize or congratulate their accomplishments. This leads to a strong feeling of devaluation among workers.

5. Be inconsistent. Some managers feel about the rules and values ​​of the company, even those who are defended by their mouths … Demand that your team come to work early, but are you usually late? Ask them to stick to the workflow, but are you constantly evading them?

Have you organized a campaign to improve customer service but refuse customer calls because they always do it at the “worst” time?

6. Boycott your team’s development. Are you afraid of losing your position because someone seems brighter than you? Do you practice sharing and conquering strategies? Executives who have this kind of practice deep inside do not trust their own ability to progress. It is a problem of uncertainty.

7. Be pessimistic. There is no worse sin for business than pessimistic leadership. How can you promote creativity and motivation in a work team with this attitude? … so that nobody is motivated.

8. Losing sight of the result. There are many leaders who are so focused on the tasks they have to do every day that they end up losing focus on why they are doing this and deviating from the overall goal.

9. You do not know the motivations of your work team. If you’re one of the leaders who focus heavily on the goals the company is asking you to do, or the huge needs of the market, but forget that you have a team with specific needs behind you, you’re missing out on a great opportunity motivating force for them to become. . Don’t be lazy and take care of both requirements.

If you know what stimulates them, you can give them the “fuel” they need to do their job.

10. Too soft. A leader is required to project strength and always demand results. The idea that you turn to your employee and know their motivations, needs, or concerns is not that you feel sorry for them. Pride is a major sin in a company, but don’t go to the other extreme either.