As a manager, you may have never thought about it but there are ways and times you can cheat your employees. No one probably does it intentionally, but there are certain managerial behaviors that can have unintended consequences. Here are 3 ways manager’s cheat their employees:
1. Not having high enough expectations.
According to what psychologists call, ‘The Pygmalion Effect,’ people are either rising or falling to expectations of those around them. Thus, good leaders set high expectations and encourage their people to perform at the highest level possible.
Cheating your employees is letting them float by in a comfortable mediocrity. Anyone can set the bar low and reach it. However, great things are achieved when the bar is set high and everyone works hard to beat it.
2. Solving their problems.
Many managers were previously a top performer on their team. Thus, they have developed the skills, experience and reputation as someone who can solve any problem that comes their way. Now that they’re in a higher position, more people will come to them seeking assistance and they’re often happy to help.
However, giving too much help to your team can have the unintended consequence of them developing an expectation of someone to always be there to clean up their act or give them the answer.
Don’t cheat your employees of the confidence and competence that comes from solving their own problems. Instead, help them become self-reliant and able to generate answers on their own. Offer help by exploring possible solutions with them and asking open-ended questions that draw out their thinking.
3. Not giving honest feedback.
Like with expectations, people need feedback that pushes them to be better. It’s never fun to be the bearer of bad news, but sugarcoating feedback only cheats your employees by stunting their development.
Be honest with people and have those conversations that need to be had. You should see it as your duty to help people get the highest standards out of themselves.