Congrats! You’ve worked your way up and are now a boss. Becoming a manager is a significant milestone in any professional career. However, the transition from team member to team leader comes with its own set of challenges. It’s crucial to avoid behaviors that can lead to dissatisfaction, low morale, and high turnover among the people who report to you. Here are seven key behaviors to avoid if you want to be an inspiring manager that your employees look up to.

1. Stop Being a Control Freak

Micromanaging is one of the quickest ways to lose the respect and trust of your team. Constantly hovering over your employees and scrutinizing every detail of their work can stifle creativity and initiative. Instead, trust your team to do their jobs. Provide guidance and support when needed, but allow them the autonomy to make decisions and take ownership of their tasks. This not only empowers your employees but also fosters a more innovative and productive work environment.

2. Stop Changing Priorities

Frequent changes in direction can leave employees feeling confused and frustrated. It’s essential to set clear goals and stick to them as much as possible. While it’s understandable that priorities may shift occasionally due to external factors, constantly changing priorities can lead to a lack of focus and lower productivity. Communicate any changes clearly and provide a rationale to help your team understand and adapt.

3. Stop Taking All the Credit

Taking credit for your team’s hard work is a surefire way to breed resentment. Recognize and celebrate your employees’ contributions and achievements. Acknowledging their efforts not only boosts morale but also builds a sense of loyalty and trust. Remember, a good manager lifts their team up and shares the spotlight.

4. Stop Setting Unrealistic Expectations

Setting goals that are unattainable can demoralize your team and lead to burnout. It’s important to set realistic and achievable targets. Provide the necessary resources and support to help your team succeed. Regularly review and adjust goals as needed to ensure they remain challenging yet achievable. Encourage open communication and be receptive to feedback about workload and deadlines.

5. Stop Being a Hypocrite

Leading by example is crucial for any manager. If you expect your employees to adhere to certain standards and behaviors, you must model those same behaviors yourself. Hypocrisy can undermine your credibility and authority. Demonstrate the values and work ethic you want to see in your team. Show up on time, meet your own deadlines, and maintain a positive attitude.

6. Stop Treating Your Employees as Replaceable

Employees who feel undervalued and dispensable are less likely to be engaged and motivated. Show appreciation for your team members and acknowledge their unique skills and contributions. Invest in their professional development and provide opportunities for growth. Building a supportive and inclusive workplace culture can significantly enhance job satisfaction and loyalty.

7. Stop Ignoring Employee Feedback

Feedback is a valuable tool for growth and improvement. Ignoring your employees’ concerns and suggestions can lead to a disengaged workforce. Encourage open and honest communication, and actively listen to what your team has to say. Take their feedback seriously and implement changes when feasible. Showing that you value their input fosters a sense of ownership and involvement.


Being a manager is about more than just overseeing tasks and projects; it’s about leading people. Avoiding these detrimental behaviors can help you build a positive and productive work environment where your employees feel valued, motivated, and respected. By fostering trust, providing clear direction, and recognizing your team’s contributions, you can become a manager that employees look up to and enjoy working with.