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Lack of decision-making power
Not many employers will be quick to raise their hands and say proudly “I am a micromanager.” That said, employers should take a second to think about it and ask if they have the characteristics of one. What would employees say? Many know the experience of working with a micromanager and how it made them feel. Employees should be allowed to be comfortable enough to make suggestions. Further, employers should trust its employees to have the freedom to make decisions.
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Not enough feedback
Believe it or not, employees like to be reviewed. Employers should take a moment to consider whether they are doing regular reviews with employees and if so, how often do they take place. This author loves employee reviews, as they are the easiest and most effective way to help them improve on his/her performance.
It also provides the opportunity for an employer to provide honest feedback, which is essential to growth, communication, team building, and seeing consistent success in the organization. The only time employers have conversations with employees should not be when he/she is under performing or if it is in relation to a specific situation.
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Awful management
Just because one did perform his/her job well (and got the promotion), it does not mean he/she knows how to lead others. Keep in mind, there is a difference between managing and leading. It is extremely important the manager who is actually in charge of employees likes people. There is so much to be said about a manager who can motivate and develop relationships with other people.
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Lack of growth or development
If a pool and/or hot tub company has three departments (e.g. service, construction, and retail) and each has a manager that is not going anywhere, some employees may begin to think, “Well, they’re not going anywhere, which means I will never advance, so what’s the point in staying?”
The answer to this is not to make everyone managers because this can start a whole other problem. However, as surprising as it may seem, key employees, the ones a company has invested in hiring and training and really want to retain, want to be challenged. These employees are looking to expand their knowledge, gain new skills, and take on more responsibilities. Therefore, if possible, employers should give these employees this opportunity.
