Strong relationships between managers and their members are vital for success. When a manager fails to connect with their staff, it can lead to disengagement, lowered morale, and even resignations. Building trust, offering support, and understanding employees as individuals are key to fostering these relationships. Managers need the right balance of technical ability and people skills. In this article, we’ll highlight 10 common management mistakes that managers should avoid to build healthy, productive relationships with their employees. By avoiding these mistakes, managers can create a positive, engaging work environment that fosters growth, collaboration, and improved performance.
1. Failing to get to know employees and building trust
A manager’s role extends far beyond overseeing work results. Understanding members on a personal level is crucial to creating a positive work environment. When managers invest time in getting to know their staff, they create trust and respect, which leads to better communication, morale, and collaboration. Focusing solely on results without considering the personal aspects of your members can cause disengagement and high turnover. When employees feel like they are more than just workers, they become more invested in their tasks, resulting in better team dynamics and performance.
Managers who build relationships with their team will see improved dynamics. Employees feel valued and understood, which leads to better performance. Investing in employee relationships pays dividends, as it fosters a supportive, productive atmosphere where employees feel their contributions are recognised and appreciated.
Invest time in understanding employees and strengthening team bonds
Managers should engage with their members beyond work-related tasks. Take the time to learn about their hobbies, interests, and personal goals. A casual chat about pastimes or supporting their career ambitions shows you care about them as individuals. This genuine interest strengthens trust and creates a positive workplace culture where employees feel empowered and supported.
Offering mentoring or career development support demonstrates your commitment to helping employees grow. When employees feel cared for as people, it strengthens the bond between you, improving performance and creating a more harmonious work environment.
2. Lack of clear vision and direction for employees
Having a clear and communicated vision is essential for any organisation. Without it, members may lack direction, motivation, and purpose in their work. A clear vision aligns individual efforts with the company’s overall goals. When staff understand where the company is headed, they feel more connected to the mission and are more motivated to perform at their best.
If the vision is unclear, confusion can arise, leading to inefficiencies, miscommunication, and a lack of motivation. Managers must consistently share our organisation’s vision to keep the team aligned with the business goals, fostering a sense of unity and collective purpose.
Align employees with our vision for success
To ensure staff alignment with our company’s vision, clear communication is crucial. Here are ways to ensure alignment:
- Regularly explain our company’s vision and values in team meetings or internal communications.
- Make it clear how each employee’s role supports the broader objectives of the business.
- Show how individual contributions align with the big picture of our organisation.
This connection makes employees feel valued and motivated to contribute. When team members understand our company’s vision, their performance improves. They are more likely to take ownership of their tasks, increasing engagement and job satisfaction.
3. Failing to build trust with our team
Trust is the foundation of any successful team. Without trust, there can be a lack of collaboration, poor communication, and an overall toxic atmosphere. When employees don’t trust their manager, they may withhold important feedback, hesitate to take initiative, or disengage from their work. In turn, this can lead to a lack of motivation, decreased productivity, and high turnover.
Managers who don’t establish trust early on risk alienating their staff. Building trust where employees feel safe and respected will foster a positive and productive work environment.
Build trust through effective listening and clear goals
Building trust starts with active listening. Managers must allow team members to voice their concerns and feedback. When employees feel heard, they know their input is valued. Along with listening, it’s crucial to provide clear, attainable objectives. Employees trust leadership when they understand goals and how their contributions help achieve them.
Clear objectives reduce confusion and uncertainty. Staff can stay focused, knowing exactly what is expected of them. A combination of listening and clarity will also improve employee performance and create a more engaged and motivated workforce.
4. Failing to listen to employees’ concerns
Active listening is crucial in any leadership role. When managers fail to listen to their team members, they miss valuable insights that could improve processes. Employees who feel unheard may become disengaged, leading to frustration and lower performance. Listening isn’t just about hearing words. It’s about understanding employees' perspectives and validating their ideas. Ignoring feedback can create frustration and resentment.
Managers must be present, ask thoughtful questions, and create an environment where employees feel comfortable sharing their thoughts and ideas.
Engage with feedback and take action for improvement
Listening is only part of the equation. Managers must take meaningful action based on the feedback they receive. When employees see that their feedback leads to real changes, it builds trust and encourages further collaboration. Acknowledging feedback shows employees their opinions are valued. For instance, if a team suggests a workflow change, assess it and implement it where possible.
Acting on feedback improves the work environment and boosts employee engagement, showing that their contributions matter and helping build stronger team morale.
5. Making decisions without input from employees
Involving your team members in the decision-making process fosters a sense of ownership and inclusion. When decisions are made in isolation, employees may feel disconnected from the outcome. By seeking input from your team members, you show that their opinions matter. This inclusivity leads to better results, higher employee satisfaction, and increased commitment to the organisation.
Fostering a collaborative decision-making culture improves outcomes and boosts morale. When team members are involved in decisions that affect them, they are more invested in the results and motivated to act.
Seek feedback before making decisions that affect our team
Before making decisions that impact the team, it’s crucial to ask for feedback. Seeking input from those directly affected provides a broader perspective. This can uncover potential challenges you hadn’t considered. For example, if you’re thinking about changes to work hours or introducing new technology, consulting with your team members can highlight challenges early.
This not only leads to better decision-making but ensures the team feels included, increasing their sense of ownership. Asking for feedback builds trust and ensures decisions align with the needs of the team.
6. Sweeping problems under the rug
Avoiding difficult conversations may seem easier, but ignoring problems only creates bigger issues later. When managers fail to address concerns, frustrations grow, and small issues escalate. Employees can sense when problems are ignored, leading to a breakdown in trust and communication. Over time, this creates an environment where people feel unheard, undervalued, and disengaged.
Addressing issues promptly shows that problems are important. Avoiding confrontation sends the message that issues are not a priority, leaving the team uncertain. Tackling problems early ensures a healthy work environment and helps maintain high morale.
Actively address issues and find solutions for a healthy team
Managers who address problems early prevent minor issues from becoming major challenges. By addressing concerns quickly, managers can offer solutions that prevent frustration and improve the overall work environment. For example, if an employee is struggling with workload distribution, an open conversation can prevent burnout.
When issues are resolved promptly, employees feel heard and valued. This boosts morale and performance. Active problem-solving strengthens team cohesion and prevents problems from escalating.
7. Failure to communicate effectively with our team
Clear, effective communication is vital for any team. When communication is poor, misunderstandings can arise, causing confusion and disengagement. Employees may feel uninformed about their roles or expectations, leading to decreased performance. Poor communication creates an environment where employees feel disconnected from the larger objectives of the organisation.
Managers must foster an environment of open communication where information flows freely in all directions. Regular updates, feedback, and clarity around expectations are essential for moving forward together. Good communication is fundamental for productivity and team engagement.
Utilise the right communication tools for optimal team collaboration
To communicate effectively, managers need the right tools. Email, messaging platforms, and project management software facilitate effective communication. For example, tools like Slack or Microsoft Teams offer real-time messaging and easy file sharing. Project management tools like Trello or Asana keep tasks organised and ensure everyone stays on track.
Regular team meetings or one-on-one catch-ups provide opportunities for feedback and open, honest dialogue. By using the best tools for our team’s needs, managers can create an environment where communication flows freely, misunderstandings are reduced, and collaboration is maximised.
8. Not treating employees equally within our team
Favouritism can severely damage team morale. When managers show preferential treatment towards certain employees, it creates a toxic work environment. Others feel undervalued, overlooked, and demotivated. Inequity in the workplace leads to divisions within the team, causing resentment and reduced productivity.
Employees are more likely to remain loyal and committed when they feel treated fairly. Managers must create a culture of fairness where all team members feel respected and appreciated. Equality fosters a positive, inclusive work environment where everyone contributes to our organisation’s success.
Treat all employees equally, regardless of position or seniority
Regardless of an employee's rank, it’s crucial to treat all staff equally. Managers should avoid favouring certain individuals based on personal preferences. This includes offering equal opportunities for growth, recognition, and feedback. Employees work harder when they feel they have the same opportunities as their peers.
Treating everyone equally promotes unity and respect within the team, leading to stronger collaboration, higher morale, and better performance.
9. Throwing employees under the bus undermines trust
Blaming team members for mistakes damages trust. When a manager shifts blame onto their employees, it undermines respect and credibility. Staff may feel unappreciated, scapegoated, or insecure, leading to a lack of trust in management. This behaviour fosters a toxic work environment where employees hesitate to take risks or speak up. A manager’s role is to support the team, not blame them. Building a culture of accountability, where mistakes are seen as learning opportunities, is more effective in maintaining a productive team.
Take responsibility for our team’s performance and accountability
As a manager, take ownership of the team’s performance. Acknowledge mistakes as part of a collective learning experience. Taking responsibility shows leadership and integrity. When employees see their manager taking ownership, it builds solidarity and encourages them to take responsibility for their actions.
Motivating our team to overcome challenges together builds trust and strengthens team cohesion. A supportive approach promotes collaboration and learning.
10. Trying to be friends with employees complicates leadership
Trying to be friends with employees can complicate your role as a manager. While having a positive relationship is important, personal friendships can blur professional boundaries. Managers must maintain authority while being approachable and supportive. When professional boundaries aren’t respected, issues like favouritism and bias can arise. Employees may struggle to respect your authority if they feel you’re more of a peer than a leader.
It’s important to maintain a balance between empathy and professionalism to keep a healthy work environment. A professional relationship ensures clear boundaries, helps maintain respect, and allows managers to make difficult decisions when necessary.
Maintain a professional relationship to keep leadership strong
A professional relationship with employees ensures clear boundaries. Managers must keep the focus on leadership rather than friendship. This avoids situations where personal feelings interfere with decision-making processes or team dynamics. A professional relationship ensures employees view their manager as an authority figure. It helps maintain respect within the team and enables managers to make difficult decisions when necessary.
Building strong, trust-based relationships with employees
Building strong, trust-based relationships with our team is an essential part of effective leadership. By avoiding these 10 common manager mistakes—such as failing to listen, not building trust, and treating employees unequally—managers can create a positive and productive work environment. Understanding and supporting our team members, communicating clearly, and taking responsibility for both successes and setbacks will strengthen the bond between manager and staff. Good management isn’t a one-time effort but an ongoing process of self-improvement and learning. By continuously reflecting on your leadership style and seeking feedback from our team, you can foster a culture of collaboration and growth. Effective managers are always striving to improve themselves and their relationships with their teams. This commitment will ultimately lead to greater success for both individuals and the organisation as a whole.
