Top Mistakes Management Makes Managing People

Updated: 5 months ago
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“Failure is the key to success; each mistake teaches us something!”

-Moeihei Ueshiba

Is this quote, the way how management thinks about managing people? Or maybe not?

People management is a skill that few leaders would be having! Good leaders hire talent and mold them into invaluable assets. Visionary leaders too sometimes would have made management mistakes of course! But if something they did differently was that they had learned from those hurdles and coped up with them like a challenge.

There are mistakes that they would have made or others are making as well. Well, they needed to be decoded somewhere. So, here are new people management tips that would be questioning today’s management:

Image Source: Pexel

Thinking only hiring the right talent would help

Even a bright flower would need water; otherwise, it would shrink like a DEADHEAD. The same applies to people. You need to motivate them, compensate them, recognize them, and make them really feel like family, support them and finding the ways to their heart. This could even help someone who had hired brains with less talent than more.

Quick to punish or blame employees

Getting to empathize with employees' problems would help more rather than blaming them for the situation. It could be like; most of the brains would be facing the same problem that we are ignoring. Throwing employees in front of Bus without any practice.

No Interest in Employee Development

Being an obstacle for the subordinate in having his own development makes the employees more reluctant to work and feeling a sense of burden. Getting the development of both organization and employee would be more fruitful as compared to restricting their self-growth. For example not allowing your subordinate to work under another team member. Or if the employee is looking to go for some add-on courses then not allowing him/her to take leave for the assessment day.


Most of the companies do not provide recognition to employees, as they see the cost involved in it. The benefits are given to employees who are only having good vintage in an organization or playing mind games with management. In this way, loyal birds feel free to fly and make the nest in other organizations. People go the extra mile when they are appreciated, motivated, and provided with support at right time.

Not listening to their people

Organizations sometimes are not willing to hear the actual voice of their employees, and they tend to be more profit-oriented. They want their order to be obeyed and followed rigidly and not empathizing with people who are facing the problem. For example, Not realizing that sales employee has given his 100% but he could not do his job well because there is no target customer in the region provided to him, his appraisal rating was poor and he left the organization. This is because they have not heard him in the right way. Instead of solving his problem, he was given a poor rating.

Reluctance to change:

Management is reluctant to change in many ways, due to which employees feel burdened and in long term, they leave the organization. Many organizations want their employee to come on Saturdays/Sundays in the name of extra hours. But in reality, the employees who have no hours to rest, no work-life balance could not achieve the mental balance and hence it will lead to poor work. Organizations should listen to their employees and must take action urgently to cure the problem of employees.

Listening to one side only

Many organizations are boss-oriented, i.e., only the boss is right. Hence in case of any issue, listening to the voice of Bosses would not work. Organizations should treat their people equally and there should be an open-door policy. The respect of each other should be maintained, keeping in mind the hierarchy. For example, in between the clashes of S1 and S2 or an employee, S2 was keeping only one view of an employee that S1 was projecting. Even though the subordinate was a good performer, his performance credit was being taken by his S2. Which ultimately lead to the frustration of an employee and he quit the company.

Failing to provide clear goals and reporting managers

An employee not provided what are his/her responsibilities would not know what is expected out of him or her which will lead to miscommunication, double work done, and conflicts. Resolving this could be done by proving the goal sheets, KRA's timely to employees so that they could understand and work in a similar way.

It is never easy to look at another side of the coin when you are stick to one side of the coin. Not only management but also the employees should consider the long-term perspective of the organization. There should be a sense of care in between both. There should be a sense of ownership from both ends of the coin.

After all, a car could only move smoothly if each tire is working well!

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