1. Christopher McQuade MBA/HRM Your Personal HR Advisor McQuade HR Consultants

2. Here are my top ten “dumbest things” managers can / actually do that could impact your business! I chatted with a few experienced managers preparing this presentation with the question “What were some of the biggest mistakes you’ve made?” And, here are the top ten answers!

3. Holding endless meetings and requiring stacks of meaningless reports just to keep the manager in the loop is just bad management! Endless meetings are: where you call a meeting and the employees are bored to tears because they don’t need to be there. Hold meetings for those who are required to be there and release them once their part is completed. Endless reports and email– create a SharePoint or share drive where your employees can upload their progress without disrupting their productivity. If there is an issue, you’ll catch in the project flow and make corrections as needed. Wasted time equals lost productivity aka wasted money!

4. There is a universal distain in the office and that is a lazy manager! Managers who take control of a unit/team and does little while occupying their role is universally despised. Don’t delegate your work to your employees and then do nothing – other than take credit for their work. A great leader works shoulder-to-shoulder with their employees and raises the team up together. Remember “Social Networks” Many (sour) employees will take to social network and burn their boss in effigy… just remember, just because you don’t think they’re watching, they are. Sour employees could damage the company’s reputation and bring down team morale.

5. An employee complains about another and you react to (one-sided) gossip instead of investigating both sides of the issue. Just because an employee says something happened, might not mean it really happened the way they remembered. Talk to only those who are involved. If needed seek the advice of HR for more serious concerns. Don’t overreact, sometimes with heated emotions – like the sun a flare will burn everyone in close proximity. Damage of overreacting– if you overreact and sanction the employee, and then discover the complaint is really a lie (baseless) you could: Expose the company to costly litigation, bad press and damage company reputation. Damage employee motivation– if the employee(s) believe they could be at risk of losing their job, the company will loss precious productivity. (AKA lost profit)

6. Sometimes there is such thing as, too much No need to share every detail of your life, not limiting to: family life, pets, volunteer, weekend getting away and everything else that isn’t related to the job / position. Your employee will listen (politely) about your personal life in great detail, but they really could careless. TMI conversation could lead to office gossip and lack of respect due to changing personal opinion(s). Could lead to higher attrition and lost productivity. What you find acceptable could make someone else uncomfortable– leading to awkward moments and loss of good talent.

7. Never attempt to read your employees’ mind(s) Never assume what your employee(s) are: Thinking– just ask them (nicely) and most likely they’ll tell you what’s on their mind. Doing– just because you think you know why they’re doing, it is best to ask. You might be shocked! The meaning of their actions– there might be something happening to your employee that could be causing abnormal behavior. Be there for your employee and offer the employee the company’s E.A.P if available. Don’t assume – investigate, ask and be fair-minded. If there is a disciplinary action, make sure you thoroughly investigate what the employee did, meant and meant to say/do.

8. The employer / employee relationship is a trust, and if that trust is broken due to the manger indiscretion this will… Never talk about other co-workers either directly or not directly reporting to you. The effect is: the manager will be seen as a gossip and will never be trusted again. The manager will cause disharmony among the employees causing lost productivity. The manager could face disciplinary action / separation. Depending on the seriousness of the indiscretion, the company could be held liable for employee losses / damages.

9. What happens when a manager fails to commute with their employees? Being that you’re the source of most of the employee’s information with commentary Employees will be able to adapt to change quickly. Employees will trust the change is best for them and the company. Hoarding information and the impacts. Hoarding information isn’t a power play, it’s counterproductive and causes disengagement. Employees need all relevant information in order to do their job(s) well. Being open with employees will minimize resistance to change.

10. Your employee is not your personal valet / servant. Your employee shouldn’t be asked to promote your personal ventures or personal work on company time. Having the employee work on your personal ventures or personal work doesn’t move your department forward This includes: church bulletins, HOA flyers, political campaigns and your kids sports awards, jerseys etc.. The risks of having your employee run your personal errands on company time. If the employee is injured or (damages another's property) the company could be held liable for losses and damages.

11. Employee should receive monthly or quarterly feedback about their performance Feedback should be accurate Feedback should be honest Feedback should be presently in a timely manner Feedback is how employees learn, develop and grow in their careers/jobs. Holding back feedback until the end of year appraisal is wrong and immoral- DON’T DO IT! Misuse of the employees appraisal compromise the employees trust in the company and affect productivity. Creates an environment in which the employee will be in a constant state of defense. Rating an employee that he/she is a 3 instead of a 4 or 5 (a poor rate instead of their true rating) citing to the employee; “because they have room grow” is nonsense. (This destroys not increases motivation. )

12. A leader is someone who ‘leads’ cannot make everyone happy! Employees want leaders to whom they can count on to receive direction in a timely manner. Employees might not always agree with the decision, but when the leader decides the employees will fall in line. Leaders who acquiesce and changes directions at drop of ‘any’ hat will lose respect of the employees. Leaders should never acquiesce to subordinates, once leadership makes the call – the team must roll with it. Do not run the risk of being perceived as indecisive and weak, your employees will lose faith and engagement.