What motivations do films do wrong?

7 fatal management mistakes: this is how bosses scare off their best employees

More and more people who are dissatisfied with their work take the courage to quit. An important factor for job satisfaction and motivation is leadership in the company. Today we will show you how good leadership works and above all: how not.

What does “good leadership” actually mean?

As already pointed out in the article on the fluctuation rate, good leadership means above all to act in an employee-oriented manner. The company's culture, rules, values, goals and beliefs should be communicated openly and shared, from the intern to the CEO. A good manager therefore acts predictably and fairly. Your goals are altruistic, fair and serve to actively promote your employees. But good employees and highly qualified specialists are now in short supply. If you want to keep her as boss in the company, you must therefore avoid the following seven mistakes. Otherwise, even actively promoting your employees will not bring the desired success in the long term and your specialists will sooner or later say goodbye to your company.

The 7 most serious mistakes in leadership

Leadership mistake # 1: Don't give feedback

As a manager, you are busy and don't have time to give regular feedback to every single member of your team. According to the motto "Not blamed is praised enough" you should therefore concentrate on giving employees a little steam under the buttocks if they make mistakes or if their motivation drops. Not correct!

Correct: As a manager, your main task is to lead your team well and that includes regular feedback. This also has to be constructive at all times. Of course, you can criticize if the employee has given you cause to, but be fair and objective. And for every point of criticism, there is bound to be at least one point that you could praise. So do that too! Your employees can only be retained in the company in the long term if they are valued.

Leadership Mistake # 2: Avoid Conflict

If you want to get rid of your good employees and specialists as quickly as possible, simply avoid any conflicts. After all, your employees are old enough to independently resolve discrepancies in the team. And if not, sooner or later the troublemaker will be bullied out and your problem will take care of itself. Leadership is that easy! Not correct!

Correct: There are conflicts in every team, because these simply cannot be avoided in social groups. Even if the reasons seem pointless or childish to you: Take team conflicts seriously. Often there is a much deeper reason behind a seemingly superficial argument. And once the conflict has escalated, it becomes more and more difficult to re-establish a good working atmosphere. In the worst case, one or more employees suffer so much from the situation that they have to be transferred internally, are on sick leave with depression or burnout, or simply quit. And that's exactly what you want to avoid. In the event of a conflict, the following applies:

  • Encourage your employees to reach out to you if they have any problems.
  • Listen to everyone involved, their opinions and views.
  • Be objective.
  • Act as early as possible.
  • If necessary, bring in a mediator for arbitration.

Reading tip:Solving conflicts: 3 clever strategies

Leadership mistake # 3: Don't overestimate the work-life balance

Work-life balance? That is totally overrated. A good employee is always there, works overtime and, if necessary, even on weekends. Anyone who does not stay at least an hour longer every day will be reprimanded in the feedback discussion. Only those employees with real motivation and 200 overtime are promoted anyway. Not correct!

Correct: The times in which employees feared for their jobs and sacrificed their entire private life for fear of losing their jobs are over. All current studies show: The work-life balance is becoming more and more important. Overtime is fine when it's an exception. Otherwise the sickness rate and the fluctuation rate in your department or in your company will steadily increase.

That that as "Fashion disease" The decreed burnout syndrome that has increased so rapidly in recent years is no coincidence. Chronic constant stress, the increasing complexity of the task areas, an unbalanced work-life balance: these are just some of the causes of the disease. In addition, employees who work under constant stress, accumulate countless hours of overtime and sleep too little, simply work less efficiently and with poorer quality. Sure, we are not machines after all. If you want to have and keep really good employees, you need to make sure that they are happy. And that includes a good work-life balance. Introduce flexible working time models or home office hours. Also treat all employees in the team as equals. If you demand overtime, it is from everyone involved. Every now and then this is allowed, it even strengthens team spirit and solidarity.

Leadership mistake no. 4: Self-employment is a taboo for your employees

You are the boss, so you are in control. As a manager, you always have to keep an eye on everything. After all, you are also responsible if one of your employees makes a mistake that may subsequently cost the company a lot of money or a large order. So operate effective micro-management, control all work steps of your employees and check every result of a delegated task meticulously. Not correct!

Correct: With micro-management you can only achieve, in principle,

  • that your employees have the feeling that you don't trust them.
  • that sooner or later your employees will be completely demotivated.
  • that you don't have time for your own work anymore.
  • that your employees will look for a more challenging job.

After all, a company hired its employees because the model of division of labor enables it to work more efficiently, faster and better and thus to deliver better results. Every employee is therefore trained to become a specialist in his or her field of work, either through an apprenticeship, a degree or many years of professional experience. In addition, everyone longs for it Freedom and personal responsibility. Give your employees this freedom and they will work more motivated, deliver better results and be more satisfied. This leads to a reduction in the turnover rate. As a manager, you should be able to do one thing above all: trust in the skills of your employees. Therefore, learn to delegate instead of controlling.

Leadership mistake # 5: Your time is running out

Because you are so busy with your micro-management, you don't have the time to listen to your employees' worries and needs. After all, you are not your therapist and you are not a career counseling center. There are other instances in the company for such matters. The works council, for example. Not correct!

Correct: As a manager, your main task - I would like to emphasize it again - is the successful management of your employees. Now that you have hopefully said goodbye to micro-management, you will have time again for your actual basic task: Be available for the needs of your employees, whether for questions, conflicts or ideas. This means that fewer errors will occur in the future that would otherwise take a lot of time to correct. In addition, your employees will simply be happier because they are being listened to and they feel that they are being taken seriously. It is best to set fixed times at which you are available for your employees every day and communicate them accordingly. One possibility is the simple but effective one "Door-open-door-closed"-Principle.

Leadership mistake no. 6: One ear in, the other out again

All right, then just listen to your employees and make a few concessions so that they are satisfied and can go back to work. Sooner or later, you will have forgotten your promises. Not correct!

Correct: This is arguably one of the most effective ways to scare off your good professionals as quickly as possible. Because it is not enough just to take time for the employees and listen to them, they also have to draw conclusions from the discussions. When you make promises, keep them. Be it simply an appointment or even a raise. If the employees feel disappointed, lied to or even deliberately deceived by you, trust is lost and the dismissal or internal application will not be long in coming.

Mistake # 7: Employees are not people

It sounds ridiculous and is unfortunately an attitude that is so often practiced in German companies: At work there is no room for humanity, emotions, wishes or weaknesses. An employee has to be professional and to carry out the tasks assigned to him without any problems. He can live out his dreams and wishes in his spare time. Not correct!

Correct: If you see your employees as people, are interested in their dreams, wishes and goals and even actively support them, you will not have a problem with a high fluctuation rate. Help your employees to realize themselves, promote them to suitable positions, enable further training, develop together a concept of what the future of the employee could look like. Do you also understand personal or private crises and that we are all human after all. Where employees can develop, take seriously, support and simply feel good, they will not switch to the competition. Why also?

Conclusion: This is what makes a good manager

A good boss actively encourages his employees, makes clear decisions and has an open ear for his employees. Take the tips to heart and prevent your specialists from firing before it is too late. Because, as is well known, the competition never sleeps ...

Photo credit: iStock.com/Spiderstock


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