While conflict and debate occur in most workplaces and can be motivational to some, poor management styles can lead to tensions, altercations and resentment. It may be necessary to conduct a workplace inquiry or assessment if there are signs underlying tensions or issues exist within a team or in the workplace more generally. A poor workplace culture stoked by bad feeling regarding management, can impact productivity, morale and loyalty. If you believe employees are harbouring ill feelings, here are six reasons a manager could be the root of the problem, according to small business adviser Marla Tabaka via Inc. …
While conflict and debate occur in most workplaces and can be motivational to some, poor management styles can lead to tensions, altercations and resentment. It may be necessary to conduct a workplace inquiry or assessment if there are signs underlying tensions or issues exist within a team or in the workplace more generally. A poor workplace culture stoked by bad feeling regarding management, can impact productivity, morale and loyalty.
If you believe employees are harbouring ill feelings, here are six reasons a manager could be the root of the problem, according to small business adviser Marla Tabaka via Inc.
Contact outside of work hours
Contacting staff outside of business hours can disrupt a delicate work-life balance, causing stress, anxiety and guilt among workers.
Unless the information is honestly urgent, wait until the next work day to email, call or text your employees.
Constant changes of mind
If an employee is set on a task, there should be an important reason to interrupt their work and give them something new to pursue instead.
A manager constantly changing their mind about a project, or disrupting the flow of work, is likely to cause significant amounts of frustration and resentment among staff.
Bad communication
Communication is a key factor in success in the workplace. However, simply talking to employees about objectives is not enough to achieve this goal.
Active listening is equally as important for effective communication; give employees uninterrupted time to share their opinions, ideas and concerns.
Micro-management
It is important to show employees that they are trusted, a manager sitting on their shoulder and micro-managing is not recommended. These individuals were hired because they demonstrated that they could perform the work required, let them prove themselves. Managers should also remember that unnecessary micro-management can make employees feel singled out, and could also be considered part of a pattern of bullying behaviour if repeated and unreasonable.
Hypocrisy
If an employer wants employees to act a certain way, managers should follow their own rules, otherwise this is likely to spark feelings of frustration and resentment. Managers should show their commitment, working the same hours where appropriate and complying with the same policies to create a more fair and positive workplace.
Favouritism
Consistently rewarding and supporting one employee in an unfair manner and where other employees feel ignored, could incur the forgotten employees’ wrath and also encourage workers to bully or victimise the person they see as the favourite. Minimise the risk of this occurring by ensuring all staff are treated equally and rewards are only offered based on obvious merit.
iHR Australia offers workplace inquiries, assessments and investigations as well as HR consulting to help your business improve workplace relationships and employee engagement.
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