Resource Management mistakes companies make!

Selecting resources randomly or on the basis of individual factors without fully considering the situation is probably the most common mistake. This especially happens when there is no overview of the capacities, experience and abilities of the employees – or if no one knows which skill set is needed in which case. Even the best planning in the world cannot make up for a lack of talent. This is why it is very important to assign the right resources to the right projects.

  • Select Good Managers for Managing People

Since Manager is a position to influence a large number of employees, we need to make sure that you get right resource for Manager Profile. Manager should take care for the thing:

  • Value your Employers.
  • Believe in two-way, frequent effective communication and listening.
  • Want to create an environment in which employees are empowered to take charge of their jobs.
  • Demonstrate leadership and the ability to set clear direction
  • Believe in teamwork

The managing mistakes which need to notice, prevent, and avoid.

  • Fail to get to know employees as people: Developing a relationship with reporting employees is a key factor in managing. Knowing employees will make you a better manager, a manager who is more responsive to employee needs, moods, and life cycle events.
  • Fail to provide clear direction: Managers fail to create standards and give people clear expectations so they know what they are supposed to do, and wonder why they fail
  • Fail to trust: Micromanaging is one example. Constantly checking up is another. Treat people as if they are untrustworthy—watch them, track them, warn about every slight failing. All managers should start out with all employees from a position of trust.
  • Make decisions and then ask people for their input: As if their feedback mattered. You can fool some of the people. But your best employees soon get the nature of your game and drop out. Its hard in getting those employees to engage again.
  • Not treating all employees equally: You don’t necessarily have to treat every employee the same, but they must feel as if they receive equal treatment. The perception that you have pet employees or that you play favorites will undermine your efforts to manage people.
  • Blame the Employee. Rather than taking responsibility for what goes wrong in the areas that you manage, blame particular employees when asked or confronted by executive leadership. When you know the responsibility is ultimately yours if you are the boss, why not act with dignity and protect your employees? When you blame employees, you look like an idiot and your employees will disrespect and hate you.
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Remember one thing, in a structured organization where hierarchy matters, follow what your boss asks you to do (with letting them know your opinion). Because when you’ll be at his position, you also will take some decisions that your successors won’t agree too and you would also not share the reason to everyone.

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