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If you're guilty of these three management mistakes, you could be the reason behind your employee's poor performance

by , 24 December 2014
When some managers notice that a particular employee is a poor performer, they're quick to place all blame on the employee.

What they don't realise is they could actually be the cause of the problem.

The truth is, in an effort to get the best from employees, managers make mistakes unknowingly.

These mistakes then demotivate employees and cause them to perform poorly.

The good news is, today we'll tell you about three of these errors.

Read on to find out what they are so you can correct your actions if you're guilty of them so you can improve your employee's poor performance.

Are you the reason behind your employee's poor performance?

The Practical Guide to Human Resources Management says you could be the reason behind your employee's poor performance if:
1. You use 'carrot-dangling'
Carrot-dangling is when you promise a reward you can never deliver. It's a short-term solution and doesn't work on a long-term basis.
Next time you try it your employees won't 'bite' that easily and will eventually stop trying. Poor performance will be the order of the day.
Carrot-dangling is ineffective because it means you have to focus on finding new 'carrots' and new methods to motivate staff. It's also unrealistic.
It's not always possible to reward employees for the work they do. As a manager, you must instill job-satisfaction in your employees for doing a job well.
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2. You operate on fear
Fear works as a great motivator, but only for a short time.
And here's the thing: It doesn't work with younger employees. They're more willing and able to change jobs and are more aware of their rights. They would rather leave if they feel you're treating them badly and managing through fear.
In this tough economy, fear might make people stay with your company, but it doesn't mean they will perform to the best of their ability. When things improve, they will be the first to go.
Have an open door policy and engage with your employees instead.
3. You set impossible goals
This leads to despondency.
Your employees won't bother trying to achieve their set goals because they think it's impossible to achieve them, no matter how hard they try.
It's crucial you set realistic goals for your employees and get their buy in when you set them.
While it may be a bitter pill to swallow, if you're guilty of these mistakes change your management style. Admitting your mistake and correcting it may be enough to stop employee poor performance.
PS: To get more of these management mistakes, check out the Practical Guide to Human Resources Management. It also has effective ways of managing poor performance.

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