Anyone working in a company knows that culture is everything. As managers and leaders, we try our best to create the best work environment in which our employees can thrive. We focus on providing them with the best resources, setting up a place where they can feel comfortable, be productive, and stay loyal. We’re usually so focused on developing positive habits that we fail to realize that the presence of bad habits is just as destructive as having no culture at all – if not worse. If you keep struggling with maintaining a good workplace culture despite your best efforts, then perhaps these 5 bad habits are to blame.
It’s human nature to gossip. Although it does come down to basic individual principles, gossiping is one of the most destructive habits that you shouldn’t tolerate in any way. Once it starts, you’ll find it plaguing your workplace in a manner that’s worse than any fatal virus. It gives the gossipers the impression that they’re better than their colleagues; they feel they’re allowed to judge and look down upon their coworkers. Meanwhile, gossiping about their managers is even juicier. What starts as pure gossip soon transforms the workplace into a battlefield in which clusters are fighting for the side they’ve picked. Talk about the worst way to personalize business.
One of the most basic requirements for hiring employees is responsibility. If you assign someone a task, you should rest assured that they’re up to the task. So imagine the dilemma that arises when the deadline is due and their task is nowhere near finalized. Having one irresponsible employee will catalyze a chain reaction that delays the work of everyone else. Moreover, failing to deal with the first signs of irresponsibility or lack of reliability will make other employees feel it’s okay to break the guidelines, which will be catastrophic.
Many managers are guilty of this one. You may have good reason to believe that no one else can deliver the same work quality you can or want, but there are other constructive ways to go around it rather than micro-managing your employees. Micromanagement makes it heart achingly obvious to the person assigned the task that you don’t trust them. Instead of instilling in them a sense of responsibility, you make them believe that you can never deliver the quality you want, so why should they even try? Furthermore, there’s nothing more suffocating than having your manager breathe down your neck. That takes from your employees the ability to utilize their capabilities as much as they can, which starts an endless vicious loop.