by Amaryllis Holloway-Turman

Created on: January 13, 2007   Last Updated: April 14, 2007

There are 3 common mistakes people in management make. As a result, colleague engagement can ebb, causing poor work performance. That in turn can lead to other problems.

1. Poor communication

Solution: This can be helped by the manager communicating pertinent information to his subordinates. He should imagine that he was in their places. What would information would he want to know. And then he should tell them. Top management can create a culture where all employees feel as though they are kept informed as to the state of the business. The company can post this information on bulletin boards throughout the company, sent company wide e-mails, or hold company communication meetings. They have to set the example for lower level managers.

2. Not trusting subordinates

Solution: This can be helped if the manager strengthens his communication with his subordinates. If a manager does not know how his subordinates view the business, it is easy to develop a distrustful attitude towards them. If the employees feel as though their manager does not tell them anything, it is easy for them to develop a nonchalant attitude. In turn, the manager will not trust them to be left to do their jobs on without his watchful eye at all times. But if there is constant communication, the manager can develop trust for his subordinates. Top managers can encourage constant communication by asking if their direct reports are communicating with their subordinates.

3. Division (like hierarchy) between manager and subordinates

Solution: This can be helped if the manager develops a humble attitude. Just because he is a manager does not mean that he is better than his subordinates. To help him develop this attitude, he needs to learn more about the people who report to him. If he views them as people with feelings instead of persons in a process, he can close the gap between manager and subordinate. If top management appears to be aloof to the needs and concerns of their direct reports, that same attitude will filter down to the management ladder. On the other hand, the culture of the organization can foment togetherness. If the top managers take the initiative to reach out to the subordinates of their direct reports, they can set the example. The managers will learn from the example set by the top managers.

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