Training That Considers the Pitfalls of Leadership
Managers are the crucial link between employees and bosses. They drive growth by ensuring deadlines are met and goals are reached. This often results in viewing employees as numbers rather than real people who need more than paycheck to become healthy workers. Comaford 's 2013 article describes six pitfalls that leaders fall into when it comes to leadership. These pitfalls contribute to “employees who feel they don’t matter” and enter the “Critter State” instead of staying in the “Smart State” (Comaford, 2013). Employees in the Critter State feel that the employers do not care for their needs and as such, must act defensively to protect their basic interests. The six pitfalls will be discussed …show more content…
Leaders need to take time to keep balance in their interactions with employees to “make a positive personal connection with employees as often as possible” (Comaford, 2013). This is vital because “this information reflects the employees’ perspective of the existing leadership style” and opinion in the effectiveness of leadership (Dumitrescu & Pentescu, 2012). In order to encourage relationship building, this can be seen as opportunities to gain feedback for leadership rather than employees. In a personal relationship, employees feel more comfortable to share their thoughts as the relationship is a sign of trust and value. Therefore high priority should be emphasized into developing strong personal connections to the organization and …show more content…
When members get singled out for benefits, including raises, perks, and lax enforcement of rules, this puts others in a position where they feel below the special employees. This creates a hostile environment that signals to some employees that they are doing something wrong or aren 't good enough. In order to prevent favoritism, leaders should be held accountable to each other by reporting signs of favoritism. This requires commitment to doing what 's best for the organization rather than protecting the interests of fellow leaders. For example, if a manager notices another manager giving bonuses to certain employees, he/she would hold a private meeting and discuss the concern. The meeting should not be confrontational but simply conversational and investigative.
Burning Out Employees Burnout is a real and persistent issue that can cause “a never-ending cycle of mandatory overtime” (Wassel, 2011). No doubt businesses exist to create profit but in order to keep a continuous flow of production, employees need to strike a balance between work and play. When employers fail to realize this and push employees to the breaking poing for too long, burnout occurs and more costs come into play with adding new employees. Leaders need to evaluate the “cost benefit analysis of using overtime to complete work vs. hiring new employees” and determine if current workloads
Managers are the crucial link between employees and bosses. They drive growth by ensuring deadlines are met and goals are reached. This often results in viewing employees as numbers rather than real people who need more than paycheck to become healthy workers. Comaford 's 2013 article describes six pitfalls that leaders fall into when it comes to leadership. These pitfalls contribute to “employees who feel they don’t matter” and enter the “Critter State” instead of staying in the “Smart State” (Comaford, 2013). Employees in the Critter State feel that the employers do not care for their needs and as such, must act defensively to protect their basic interests. The six pitfalls will be discussed …show more content…
Leaders need to take time to keep balance in their interactions with employees to “make a positive personal connection with employees as often as possible” (Comaford, 2013). This is vital because “this information reflects the employees’ perspective of the existing leadership style” and opinion in the effectiveness of leadership (Dumitrescu & Pentescu, 2012). In order to encourage relationship building, this can be seen as opportunities to gain feedback for leadership rather than employees. In a personal relationship, employees feel more comfortable to share their thoughts as the relationship is a sign of trust and value. Therefore high priority should be emphasized into developing strong personal connections to the organization and …show more content…
When members get singled out for benefits, including raises, perks, and lax enforcement of rules, this puts others in a position where they feel below the special employees. This creates a hostile environment that signals to some employees that they are doing something wrong or aren 't good enough. In order to prevent favoritism, leaders should be held accountable to each other by reporting signs of favoritism. This requires commitment to doing what 's best for the organization rather than protecting the interests of fellow leaders. For example, if a manager notices another manager giving bonuses to certain employees, he/she would hold a private meeting and discuss the concern. The meeting should not be confrontational but simply conversational and investigative.
Burning Out Employees Burnout is a real and persistent issue that can cause “a never-ending cycle of mandatory overtime” (Wassel, 2011). No doubt businesses exist to create profit but in order to keep a continuous flow of production, employees need to strike a balance between work and play. When employers fail to realize this and push employees to the breaking poing for too long, burnout occurs and more costs come into play with adding new employees. Leaders need to evaluate the “cost benefit analysis of using overtime to complete work vs. hiring new employees” and determine if current workloads