Things you never do with your staff




Things you never do with your staff
Unfortunately many managers and business leaders overlook the possibility that their wrong policies or harsh handling methods can cause their employees to leave and abandon their jobs.
Whether you are in charge of a small or large team or working hard to obtain a manager’s title, you must know that you are primarily responsible for the results you get from your team.
Would you like to know how? Well, continue with me reading the following nine points and evaluate yourself neutrally and transparently in each of these points on a scale from 1 to 10 so that 1 means that you always do wrong, while 10 means that you never do wrong.

1- To be oppressive
As long as tyranny and power are two inseparable concepts, the tyrant manager is the one who imposes his views on his employees from the reality of his exploitation of power, from his point of view, he uses labor laws as he deems appropriate and correct.
This type of manager can feel entitled to do this based on his previous work experience or practical degrees he has acquired or even worked within the same organization in which he has been managing a team for many years.



But in any case, you should know that tyranny in making business decisions always has bad results.
Alternative scenario: make business decisions more democratically by discussing them in advance with your team, and also after listening to each other’s point of view, according to their expertise and specialty responsible for them.

As for the decisions that you are supposed to make on your own, I advise you to do so based on work reports and results, and not based on the unilateral view of matters.

2- That you be hunting for mistakes
One of the famous mistakes that managers and officials fall into is the idea of ​​catching mistakes for their employees in a way that makes the employee feel the imperative of reaching the degree of perfection in order to obtain the confidence and satisfaction of his manager and here comes the problem!
Certainly there are some improbable errors that can cause serious errors of work and that must take a decisive attitude towards them according to their nature and according to the extent of their harmful work.

But what I am talking about here and what you as a person in charge of a team should avoid for the sake of business interest is: the idea of ​​raising your business’s attention to the small mistakes that can be corrected, rather than focusing on increasing their productivity at work.
Alternative scenario: Draw your team’s attention to small mistakes in a decent way that makes them feel embarrassed about them and think about how to not repeat them again.
Also, always direct them towards the great goals and give them confidence in the ability to quietly overtake the small mistakes they make with some of the hidden warning in case of persistence in the repetition of these errors and accompanied by the appropriate punishment in the case of the repetition of these excesses.
Almost all men can stand the odds, but if you want to test the metal of a man, make him empower

3- To talk a lot before them about your superpowers
I will not believe you when you tell me that you were Batman at the age of twenty, but I will definitely be amazed at you when I see you flying at the age of fifty!
One of the mistakes managers make when they want to motivate their employees is to talk about themselves in front of their employees all the time, while showing that they were superpowers when they were young.
In fact, you never need to do all of this with your team and most likely they will not believe you. Of course you may have a great fight story but!

Management methods that were used 5, 10 or 15 years ago are no longer used today. You know very well that everything is developing around you very quickly, and your team cannot do everything you used to do in the past, in the same way to give the same results.
Alternative scenario: Tell your team that they have a lot of potential, which you need them to discover and work to exploit, and help them build a bridge of confidence in themselves and in their skills.
Also, make your actions the best evidence and proof of your distinguished work, and put plans with them to face the challenges and work problems facing them, using all of your valuable capabilities and experiences.

As a leader, you should read a lot about the success stories of companies and people, whether at the local or international level as well, so that you enhance your culture and transfer more experiences to your employees.

Therefore, I advise you to read the following articles as soon as possible, as they present great success stories that contain many lessons and useful lessons for everyone responsible for managing a team.
Twitter’s success story and what you need to learn from it
Steve Jobs life story and the journey of his struggle and his success
Bill Gates life story and success trip
The success story of Alibaba giant and shocking facts about it

4- To instill feelings of hatred against you within them
One of the traditional scenarios that managers resort to when they want to track the movement and workflow with or without intent is:
Transforming the work environment into action movies and an atmosphere of chases all the time, so you find the work environment full of trucks, plots and a lot of inhuman things, and certainly it is unprofessional in the first place as well.

Examples of some things you should pay attention to not doing here: –
Do not ask a member of your team to transfer what is going on between the walls while you are away.
Do not blame, blame or insult someone in front of the rest of the team
Do not allow yourself and the team members to turn work disputes into personal ones.
Do not praise a member of the staff at the expense of offending someone else.
Whoever does the same as previous things sows hatred for himself within his team, and sooner or later he will reap from behind that only the worst results on the practical and personal level as well.
Alternative scenario: Deal with your team in a clear and professional manner, which does not require you to conceal or defraud to continue the work, according to the labor rules and regulations regulated by the institution.
Also, be sure to instill feelings of kindness and respect for you and each other through your appropriate polite behavior and without diminishing their respect for you.
Certainly, I do not mean to become a friend of the work team that you manage, on the contrary, I advise you not to turn work relations into personal relationships.
Management is an intellectual game, and the more you think better, the greater the results you will have. So think well, choose who thinks, and work with those who think. ”
Dale Carnegie

5- To deal with their feelings with cynicism and sarcasm
You definitely want to show respect for your feelings around you, and so are the people you manage.
As I told you at the beginning of the article, leading a team is a very arduous task. You lead people, and certainly there are many human events and different feelings that your team can be exposed to, and it can negatively affect their work.

If you deal with feelings such as: sadness, despair and psychological fatigue with a kind of cynicism and sarcasm, this will result in very negative results on work, especially in some of the harsh conditions and events that a member of your business might experience, such as death.
Alternative scenario: It is a very simple scenario that depends on providing some psychological support to your work team and containing their negative situations.

Also show all respect for the feelings of your employees and tell them that the work needs them and that their presence is a great value and a significant addition and that they must pass what they are going through for themselves first and for their families and businesses secondly.

6- To work hard to disperse them while performing their work

Also, one of the common mistakes that managers make from time to time with their team is “totally unintended” is to assign more overlapping tasks to their employees.
For example: When you ask an employee to provide an Excel file that includes some of the data you need quickly, then after a few minutes you ask him to prepare a file for a Word for another project urgently while he did not finish the first preparation and so on.

I just know that as a manager you have another manager and that this often happens based on the urgent need for work and that there are a lot of tasks to be performed within a short period.
So I’ll give you a more flexible alternative scenario for you that helps them get more done in less time.
Alternative scenario: Make an inventory of the tasks required by the team at the beginning of each month, and then ask each of them to divide these tasks themselves on a weekly basis, and then divide them on a daily basis, with the addition of a part in their agenda for urgent tasks which may occur in the form of Sudden depending on the need for action.
I also advise you to read the following articles so that you first learn as a leader how you can lead your time and increase your productivity, and then you transfer these experiences to your work team very easily

7- That you convert them into deaf machines
When you convert employees into mere deaf machines, and these machines have their first and last job, they are confined to carrying out the tasks in their entirety as they are with all rigidity and routine, then they come to complain of poor productivity and efficiency. In your opinion, where does the problem lie in particular?
If you want to deal with a group of machines, computers and smartphones are able to execute many of the commands that you give them through a set of short clicks, and the matter will end.
But when you hire people, here it is completely different, especially if you want to achieve more successes and achievements in your work.
And if you are looking for leaders and creative people in the future to assign them a lot of work tasks for him, then there is nothing better than giving your current work team the opportunity to get a distinguished leader out of them one day.
how do you do that? I will tell you through the next paragraph, just keep reading with me and I hope you did not forget to give yourself an evaluation of each of the points that we have presented so far.
Alternative scenario: Ask each member of your team to carry out a specific task at work, but in a different way or way, and allow each of them to carry out this task in the manner appropriate for them, but provided you give the required final result.
Also, I begin to urge the team to create new ideas for implementation within the institution and hold group meetings with them from time to time to discuss these ideas and choose the appropriate ideas from among them to actually implement them.

8- To take advantage of their need to work
If you ask a lot of people why they bear the bad treatment in their business or why they go to their business when they are very distressed and distressed then the answer will always be openly or shyly: “It is their severe need to work, or in the sense of their correct need for money.

The team manager who takes advantage of the employees ’need to work is a player with a tendency to not be able to object to their need for money.

So whatever he succeeds in achieving this goal, he will one day come and his team will spend their time indifferent to the consequences of that on them.
Alternative scenario: You are the best leader and manager in your work, trying to create a work environment that its team is quick to stick to and everyone makes a great effort in order to keep the opportunity to join it, they know that they have a manager who appreciates their work and provides them with a motivational and supportive work environment for them .
Also, give them the opportunity to feel that they are business partners and not just employees because this will motivate them to do more to get more money.
For example: Implement innovative marketing programs such as: Commission commissioning of your company’s products or services in cooperation with your business team.
Important note: In order to become more equitable, managers are not responsible for this at all times, for sure. In many times, people are forced to work in jobs that they do not like just because they are unable to risk their current source of income or even because they are not aware of their true talent.
Whether you are a manager or not, if you ever feel that you are one of these people I advise you to: Take a little break with yourself, then start searching and thinking about how to create additional sources of income in order to help you leave any job that you do not like and also in order to discover your true passion in life.
Mercy is the essence of the law, and law is used only harshly by tyrants.
William Shakespeare

9- Not to look for opportunities to develop their own and professional skills
One of the things that many managers and officials omit doing that I advise you not to do is to ignore them to provide opportunities to develop their employees, whether by allocating an item to enroll their employees in training courses or by implementing training courses for them within the institution itself.
Some managers worry about the idea of ​​developing the skills of their employees, believing that by doing so, they will open up opportunities for them to search for better jobs or job offers and to fulfill the right, then they have some right to do so, especially if the organization works according to very limited resources.

But on the other hand, keenness to develop staff members has a positive impact on the results that your team will produce for you, and it also has a positive impact on the development and growth of the organization on the other hand.

In all cases, you will not be able to prevent any person who wishes to leave his job from doing so, and in case you are interested in selecting distinguished cadres and developing them according to what the work budget permits, you are thus building a strong entity that will never stand when one of his employees leaves the job inside him.

But I will give you a more flexible and easy alternative scenario to help you solve this difficult equation so that you develop your team skills while spending the least amount of money.
Alternative scenario: Ask each employee to work on developing his skills according to the method of self-learning so that he sets himself some important skills within his specialization and he learns one of them and masters it during a certain period and then applies it to his job tasks and in return for that he will get a larger salary.

Also, nominate them to some of the trusted sites in the nature of the content that you provide so that they increase their passion for knowledge and knowledge in general, and at the same time, this will reflect to them how keen you are to develop their personal and practical skills.
For example: In winners we have articles in multiple departments that most institutions and companies need today in order to develop their team.
Distinguished in these sections with its topics is our keenness to present the information in an interesting and interesting narration style, away from the monotony of boring traditional content.
“Management is the art of getting maximum results with minimal effort.”
John Mai
Tips and ideas for getting the best out of your team
But now I will put you some ideas that you can implement in proportion to the nature of your work, increase the positive results that you get from your team.
1- Do motivational competitions between your team from time to time.
This method is very similar to what teachers used to do with us when they wanted to double our study efforts.
Surely you know it, as it is an old motivating method that has the effect of magic in making anyone eager to win the first rank, and feel proud and distinguished in front of his colleagues.
So why not do you also do with your team from time to time, but first you study how to implement it in an exciting and unfamiliar way, in order to break the routine work environment! Then you track the results after that.

2- Make the rewards they receive are what they need and not what they choose for them.
As a complement to the previous idea and as a kind of additional motivation, give them the opportunity to choose the competition awards “within the limits permitted by your budget” to make everyone in them work to get a specific thing he wanted to buy but in the form of a prize.

3- Offer financial rewards when they deserve them.
No one does not like to receive a financial reward, even if it is symbolic, the idea of ​​getting something in return for accomplishing a specific task will give your employees the necessary motivation towards continuing the work.
But what will give double results is that: You give them to them at a time that you feel they deserve “in an immediate way”. The immediate rewards have a different taste for each employee than the one that he has to wait for at the end of the month with his salary.

4- Develop yourself as a leader, manager and team leader.
Never lose sight of this point as long as you live. As a leader, you must double your efforts to develop yourself and your experiences all the time. It makes no sense to ask the staff that you manage to develop their skills while those responsible for them do not.
You do not have to learn all the time skills related to your major but rather search for new things you love and excel in it because this will give you a wonderful psychological feeling that will push you towards more accomplishments in your professional and personal life.
For example: You learn a new type of sport that you do not know anything about, or learn a new language or otherwise. In all cases, you need to set aside time for professional and self-development and new business practices in order to be able to complete your career as a distinguished manager and leader.

5- Learn a culture of apology and you will not be ashamed of it.
One of the most difficult things for many managers is the culture of apology. Unfortunately, many people in charge of managing teams think that apology will reduce their employees ’respect for them, but the truth is quite the opposite“ provided you know when to apologize and how to apologize. ”
You are ultimately human, human beings may be mistaken and injured, and a culture of apology when you make a wrong decision, or even make a mistake about a particular person, will give you a lot of respect and trust for your team.
Above all, it will help you accept your mistakes wisely and calmly, to learn from them without continuing to blame yourself secretly all the time.
If you have reached this paragraph from the end of today’s article, please allow me to thank you for your keenness to develop yourself as a leader and responsible for managing a team, in my view, it really deserves all thanks and praise.
Meaning that means that you have arrived with wisdom and professional maturity that makes you search for all the ways to develop your leadership and career skills.
Just as you, as a leader, try to share with your business all the ways that will result in the prosperity and growth of your business, I hope that you will also share today’s article through your accounts through various social media sites.
You will thus help every person in charge of managing a work team to avoid making many administrative, occupational and career errors.