A Closer Look: What Your Team Really Thinks About Work

Earlier in my career, I worked for an organization where our Division Leadership was focused on the hours we were clocking in. If you weren’t burning the midnight oil or beating the sun to the office, you were basically branded as the office slacker.

The result? Nearly everyone was warming seats early and late, not really working all the time, just hanging out, chatting, reading, whatever kept them in their chairs. Productivity tanked and things got more toxic from there because no one was willing to speak up about how unrealistic it was to focus on time for time’s sake and not deliverables and workload.

It was a learning experience early on, and something I’ve held onto throughout my years in various roles across different companies. But as we start talking about emerging managers starting in their first roles, it connected with me on a different level. What can we do to help new managers avoid the traps that cause good employees to search for the exit.

Here are five really solid ways you can avoid some common management traps.

Be careful you are not rewarding the wrong stuff

People tend to do what gets noticed and rewarded. It’s human nature. So, if you’re all about celebrating the wrong things, you could be heading for trouble. Keep the focus on the real, impactful stuff and avoid getting hung up on just appearances. Shifting your attention to what actually matters will do wonders. It will motivate your team to give their best and no one likes to feel they’re putting in effort for nothing. Recognizing real contributions and placing emphasis on impactful achievements will not only enhance productivity but also boost the overall morale and job satisfaction of your team members. Truly successful organizations distinguish genuine efforts from mere pretense and rewarding flashy accomplishments that fail to really move the needle.

Not Really Listening

It’s tough, I know! We all have a lot on our minds. But when someone from your team is talking to you, try to really hear them out. Turn off those notifications, shut that door, and listen. It makes people feel valued, and you’ll get through conversations way quicker and more effectively. Giving your full attention shows you care. You might find out something really important that you might have missed while scrolling through emails.

Overlooking the Quiet Achievers

We all know someone who’s super loud about every little thing they do. And yeah, it’s easy to notice people who have adopted that as a way of communicating their successes. But what about the others who are doing awesome stuff behind the scenes? Missing out on their contributions can be a real moral lowering event. Take a minute to look around and notice who’s really pulling their weight. It’s about valuing everyone equally and not falling for the flashy over the substantial. It’ll make your team feel seen and appreciated.

Being a Downer

How you behave is critical, and your mood dramatically impacts your environment! If you’re constantly moaning and groaning, don’t be surprised when your team follows suit. Have you ever been to a big box store and heard a member of a management team complaining? Sometimes it’s about customers, about employees, or even their own bosses. What many new managers forget is that they are the one setting the tone. Look, we all have our moments, but try to keep things positive. The energy you put out is the energy you get back, so a little positivity can go a long way in keeping the mood light and the team happy!

Breaking Trust

Once trust is gone, getting it back is tough. If you agree to do something for an employee, hold something in confidence they have told you (with some exceptions), or there is an expectation that you will remain silent on HR type decisions (FMLA, Illnesses, even Death’s in the Family) all can set an expectation that you’ve been told something and can be trusted to keep that information to yourself. If you fail to honor your commitment, it’ll create an atmosphere of suspicion and people will start to hold back. Trust me, you don’t want your top talent walking out the door over trust issues!

In conclusion, no one expects their boss to be a mind reader, but creating an open and trusting environment is key to understanding what your team really thinks. It’s all about being approachable, respecting each other, and being aware of your own actions and how they impact the team. Everyone’s got their flaws, and it takes guts to face them. But addressing them can turn you into the leader your team needs and deserves. And at the end of the day, keeping it real and having open channels of communication make for a happier and more productive workplace!

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