Human resources are the key to organizational and enduring problems. To be able to operate effectively, businesses need to build a good team of human resources, find the core talents for each field of the company. But have you ever wondered, have I really managed the talented people under me? If the answer is yes, read the following, most likely you have made one of the management mistakes without even knowing it.
1. Controlled environment – Limited creativity
Many managers have tried to control their employees with internal working rules. With the desire for the administrative apparatus to run smoothly, they are ready to stereotype all employees with a series of rules and regulations. The fewer exceptions that occur, the less risk there is.
This brings a hundred advantages but hundreds of harms. In terms of form, it is possible that managers will easily control their employees. But it makes employees feel pressured and tied. Rules are like invisible ropes, making it impossible for them to improvise and completely reducing creativity. Besides, when being managed too tightly for a long time, it is easy for employees to feel discouraged and quit. And that's something no one wants to happen.
Google is famous for the way it recruits and manages talent with the motto: "Maximizing operating space, minimizing interference, creating all conditions for personal ideas to be formed and developed.". The employee-free policy not only increased the number of great apps released, but also attracted a large number of talented people from all over the world.
2. Not respecting each individual's achievements
Each product is formed by the sweat, blood and tears of an individual or a collective. To be able to create the most perfect product, these people have spent a lot of time and brains. Those are the nights of working through the night, the heated debates like on the battlefield, the enthusiasm of people who share the same passion and goals. If you do not respect what they do, it means that you do not recognize the results that their efforts bring.
For that reason, every product created should receive the minimum amount of respect. Maybe, the product doesn't really match the company's image, or the economic meaning it brings is not as positive as the management expected. However, before directly dismissing those products, managers need to recognize the efforts that individuals or groups have put in. Do it before it's too late.
3. Abuse of orders
According to the situation theory of Hersey and Blanchard, according to the readiness of employees, leadership forms are divided into 4 types: Directing, Directing, Participating, and Delegating. Over time, along with the improvement of employees' abilities, managers must also change their own leadership style.
With today's dynamic and rapidly changing working environment. It is easy for managers to make the mistake of assessing employee readiness and offering inappropriate forms of leadership. The biggest mistake is giving orders.
Talents are crazy people who hate money. They are willing to work for free if it is for the sake of their ideals and passions, but they can charge a high price if they feel they deserve it. And if only because of an order from their superiors made them feel absurd. Leaving is a possible thing to do.
It is difficult to train a talent, finding them is not easy and managing them to work for the company is even more difficult. If you have talent like this in your hand, cherish it and don't make these common mistakes. Don't let yourself regret the avoidable things.
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