Bad management has prompted one in three workers in the UK to quit their jobs – a clear sign that a manager plays a huge part in an employee’s overall job satisfaction.
The quality of your management team can make or break your workforce, affecting everything from business productivity to employee retention.
It can be easy for managers to get tied up in their heavy workload, but when this leaves employees feeling undersupported and overworked, it can have a huge impact on your overall company culture.
As a business, you have a responsibility to ensure that your employees are happy at work and are assigned a manager who can help them thrive in their role.
Let’s discuss seven of the biggest red flags that you should be looking out for and addressing to ensure that your management team is contributing towards the smooth running of your business.
1. Heavy workloads
If your employees are constantly battling tight deadlines and ever-growing workloads, it will quickly take a toll. Although busy periods are inevitable, if this is becoming the norm in your business, it’s a sign that something needs to change.
Managers should be tuned in to the amount of work they are giving their team and are responsible for keeping on top of scheduling. If employees are continually stressed at work, it is your duty to identify the reasons they may be struggling to keep on top of their tasks and ensure you are not overworking them.
If old habits keep slipping back, introducing HR software like PeopleHR Evo can help you manage timesheets and track absences to stay on top of employees’ workloads.
2. Micromanaging
Taking too much control over the way employees work can create an unhealthy work environment that leaves people feeling untrusted, frustrated, and unmotivated. This typically arises when managers always have a say in how a task is done and fail to give employees the freedom they need to do their jobs.
Around 65% of employees worry about being micromanaged at work, and this is affecting employee happiness. Everybody on your team should have a support system they can turn to if they feel micromanaged, and any allegations should be taken seriously.
3. High employee turnover
Although employee turnover is inevitable, if it is becoming increasingly frequent, it is a big red flag that should be looked into.
It is important to monitor staff turnover across teams to determine whether those leaving are leaving their managers. Many people quit their jobs because they do not get along with their manager and feel they have no other option.
4. Stressful work environment
If your workplace is full of stressed-out workers, high-pressure phone calls, and colleague conflicts, it will set the tone for everyone in the room. This environment is bound to have a notable effect on the company culture, leaving employees unhappy at work.
The trick is to create a calm and supportive workplace that allows employees to get on with their work. By introducing designated meeting rooms, call booths, and collaboration spaces to keep distractions away from those who are trying to get their heads down, you can create a more professional working environment.
5. Lack of communication
Since 86% of employees believe a lack of communication is one of the main causes of workplace failures, it’s important to look out for red flags within your team. If strong communication is absent, it can lead to mistakes, jobs not being completed on time, and employees feeling isolated in their roles.
As a manager, you are responsible for setting expectations and ensuring tools are in place to facilitate good communication. Many businesses use platforms such as Slack and Microsoft Teams so colleagues can collaborate on a job and have a written record of their conversations, even when they’re not physically in the same place.
6. Not taking accountability
If a manager is continually making excuses for themselves or passing the blame onto others, it is a huge red flag and contributes to a toxic work environment. Those in leadership roles should promote transparency and collaboration within their teams; if they do not, employees are likely to become resentful.
Accepting accountability for any mistakes and taking steps to correct them are traits of a strong manager, as they encourage others to follow the same approach. Creating a safe environment will avoid hidden problems and the fear of speaking up.
7. No development opportunities
Every employee has their own career goals they are working towards, and your business should be supporting them if you want to retain talent. Checking in with employees to set goals for the upcoming period and help them grow their skill set will not only keep them motivated but also unlock their potential within your company.
If managers are not hearing their employees’ goals or fail to take any action towards them, it can leave employees feeling as if they have hit a dead end. Without helping employees develop within your company, they are more likely to look externally for new opportunities.
Creating a Strong Management Culture in Your Workplace
Management is more than making business decisions and driving growth – a good manager is also responsible for maintaining a happy, motivated team.
Since poor management can have a significant negative impact on an employee’s experience in the workplace, it is essential that you recognise red flags early and make changes to address them.
By identifying these seven red flags and continually working to foster a positive workplace culture that emphasizes transparency, support, and healthy workloads, your business can retain its top talent and create an inviting work environment.
