Top 6 Leadership Mistakes and How to Avoid Them
Top 6 Leadership Mistakes and How to Avoid Them
One employee is constantly making mistakes, another is perpetually dissatisfied, and a third suddenly decides to quit. The issue might not be with them. Often, leaders unknowingly make serious mistakes in managing people, leading to failures and problems. HR consultant and facilitator Anastasia Teteruk shares insights on these mistakes and how to avoid them.
About the Author
Anastasia Teteruk is an HR consultant and facilitator with extensive experience in human resources. She believes that being a perfect leader is unrealistic, and even the most experienced bosses make mistakes in team management.
Mistake #1: Not Providing Feedback
Many managers limit feedback to either praise or reprimands, or they don’t provide any feedback at all. However, feedback is crucial for employees as it guides them on what they are doing well and what needs improvement. Without it, employees become uncertain and can only guess what is prioritized and what decisions are correct.
Lack of feedback increases anxiety within the team and leads to conflicts among employees and between the manager and subordinates.
What to Do
Make feedback a regular part of your to-do list and turn it into a habit. Use the “sandwich model”: start with a positive assessment of the employee’s work, discuss areas that need correction and improvement, and end the conversation on a positive note.
Mistake #2: Setting Unclear Tasks
Often, managers know exactly what needs to be done, how, and when, but they forget to communicate this to their employees or assume that everything is already clear.
People cannot read minds. If the team is unaware of the plans, they don’t know what to do, who is involved, or the deadline. This lack of clarity reduces work efficiency, and the expected results remain only in the manager’s mind.
What to Do
Follow this formula: clearly state the task, how it should be done, the deadline (date and time), who is responsible, and how the employee should notify the manager upon completion (via email, direct conversation, or corporate chat).
Mistake #3: Micromanaging Every Step
Controlling employees’ work is necessary to correct actions and maintain discipline. However, employees also need autonomy and independence.
When employees have enough freedom, they become inspired, strive to implement new ideas and projects, and reduce the risk of emotional burnout. If a manager imposes only their opinions, is impatient with the team’s creative impulses, and deprives them of professional self-realization, it leads to negative consequences. Employees become irritated or frightened, lose motivation, and feel that they are not trusted or believed in.
Ultimately, this results in resignations. Excessive control is one of the common reasons employees leave. People join a company but leave because of the manager. The most unfortunate part is that the most initiative and competent employees are the ones who cannot tolerate such control.
What to Do
Reflect on why you behave this way. The desire to control every step of an employee indicates trust issues. Did something happen at work? Or are you naturally inclined to control? Address these questions yourself or with the help of a business coach. Give freedom for creativity and encourage initiative.
Mistake #4: Not Thanking Employees for Their Work
When employees are not thanked, they start to feel unnecessary and unnoticed. Many become offended, lose initiative, and interest in their work. This dissatisfaction eventually leads to resignation.
What to Do
Use meeting times not only to discuss tasks and give reprimands but also to praise employees for outstanding achievements. This way, the boss supports the desire to work and emphasizes the importance of the employee’s efforts.
Mistake #5: Being Overly Familiar with Subordinates
It’s natural to talk about movies, books, or exchange parenting secrets. However, it’s important not to cross boundaries, such as sharing intimate details of your personal life or going to nightclubs together on weekends.
This behavior breaks down the necessary distance, reduces authority, and employees start to see the manager not as “Maria Ivanovna” but as “Masha.” It becomes harder to demand task completion, give instructions, and resolve conflicts.
Even if you remain objective, no one will believe that your friend got a promotion based on merit rather than favoritism. Staying objective becomes difficult, and manipulations start from both sides.
It’s challenging for management not to promote a friend or deny a bonus to an enemy. Employees may even resort to blackmail, saying things like, “If I don’t get a promotion, I’ll show everyone those photos.” Eventually, this destroys the normal atmosphere in the team.
What to Do
Each manager decides the level of distance to maintain with subordinates. However, always keep clear boundaries between work and personal relationships and maintain control over the situation.
Mistake #6: Not Understanding What Motivates Employees
People are different, and so are their motivators. One person may be motivated by money, another by career growth opportunities, and another by a flexible schedule or regular praise. Choosing one motivator for everyone risks not only reducing motivation but also causing dissatisfaction and resignations.
What to Do
Find out what motivates each of your employees: money, career growth, praise, or self-realization. Talk to each of them yourself or involve the HR manager. Listen carefully and observe your employees. Additionally, combine different types of motivators so that they don’t become stale.
For more insights on effective leadership, you can follow Anastasia Teteruk on her Instagram.
