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Workplace Mistakes

Updated 12/31/2016

  Stupid Company Mistakes are performed daily.
  As a potential Manager, learn some of the really
  unfortunate mistakes that can drive people to
  leave or eventually drive you from your job.

  Learn from the pain experienced by many to save
  you and them from needless pain in the future.


  1. Stupid Rules
    Rules are needed to insure order within an organization and bounds for operation.
    Then you have an overzealous administrator setting policy on simple areas that give the feeling of being watched and subject to great scrutiny in performing their roles and their work for the company.


    Rules are to guide people for consistent execution not drive them into the arms of a competitor. 


  2. Equal Treatment
    One of the best ways to get the attention of top performers is to see the treatment of all others is the same as they receive.  Top performers can be temperamental yet they help drive the company to greater levels.  This is not public school anymore.

    Equal treatment policies will be welcomed by your competitors as you drive your best talent into their waiting arms.


  3. Tolerate Poor Performance
    Whether it is professional team sports or musical groups, you are only as good as your worst player.  Weak links in an organization need to be coached for improvement or handled in other actions taken.

    Low performers who continue without any consequence can drag an entire organization down, including your top performers to better places to work.


  4. Accomplishment Recognition
    Whether public or private, a simple "Thank You" or physical pat on the back for someone who has performed above expectations is a good low cost and fast recognition that can be offered.  Those who are top performers welcome the reaffirmation of their efforts and you need to retain these people.  In kind, knowing what motivates them for their action can bring incremental value to your top performers.

    Top performers are driven by many factors of which recognition and motivation are often at the top of their lists.


  5. Don't Care about Employees
    Some companies actually celebrate providers but not their own employees for excellence.  Providers will not leave but employees will.  Managers who stand with their people through successes, stressful periods and even hard times are seen as a true supporter in the workplace.

    In working with someone for eight plus hours a day, it is questionable how their manager is oblivious to the emotional needs of an employee.


  6. Lack of the Big Picture
    People often perform better when knowing how their role plays in the "Big Picture" of a company.  High performers who carry heavier loads are impacted even more as they genuinely care about and for their work and a purpose drives their ambition.

    When employees do not understand where the company is going to, it is difficult to be excited or know how to contribute to the larger goal.


  7. Persuit of Passions
    Google mandates employees spend at least 20% of their time doing "what they believe will benefit Google most.  Enlisting the passions of talented employees pays dividends of great value through enhanced productivity, job satisfaction and new ideas beyond what many hoped for.

    Some managers, even companies, see the need for strict focus on assignments and fear the loss of productivity on assigned tasks.  Such fears are not supportable as studies show those pursuing their passions with a euphoric state of mind that is five times more productive than the norm.


  8. Things Aren't Fun
    Some view work as a highly defined environment with strict requirements and fun is not part of that process.  Yet people become more engaged and more creative when having fun.  Google, for example provides free meals, bowling alleys, fitness classes and others to make work fun.

    When work is fun, people perform better, work longer and stay with the company longer.


  9. Mislead Employees
    Keeping employees informed of future directions and plans keeps people energized, allows them to decide if new ventures are better aligned with their interests and help to further boost the fun and excitement of a quality company.
    Companies who then change direction 180 degrees and reduce staffing will be tagged by those who left and those who remain as having broken trust.


    People work long hard hours for companies who show respect and consideration for their people.  Break the trust and you degrade the company.