The DON'Ts of Management - things you unintentionally do that your direct reports hate

We've all been there. Too many emails. Too many tasks. Too many presentations. Too little time.... Oh, and by the way, there's people to manage!

Here are common things that managers unintentionally do that their direct reports hate. Most of the time because managers are too busy, or because they don't think it matters.

1. Not communicating enough. Especially on things inside your head – future plans, issues, who’s not performing, special tasks, your dilemmas, etc. Don’t keep them guessing. That’s how rumors start.
2. Not reading their emails - they might have completed tasks, or requests, questions, escalations. Know that you are their only channel. Don't let them down.
   
3. Not being aware (or forgot) about their completed tasks or initiatives taken. Which also means you did not acknowledge or thank them. Take care of your people's feelings.
   
4. Giving conflicting instructions at different times because you forgot what you said the first time... especially on deadlines. Keep written records of communications.
   
5. Giving negative feedback (although true) in front of their peers. Don’t hurt their pride in front of others.
6. Asking them to write their own annual performance feedback, to be copied/pasted into the system as your own feedback. People want to feel valued and be acknowledged… by their managers.
7. Not spending enough time for their career development discussions. You are busy. You do manage a lot of people. But to your direct reports, there’s only ONE YOU. So make time. Don’t dissapoint people.
8. Having 1-on-1 career development discussions for the sake of completing HR requirements. You will sound insincere. And they can tell.
   
9. Being vague during their performance review & salary adjustments (maybe because you don't have strong reasons) – especially to those not performing. People compare their own strength with their peers’ weaknesses. But you have the big picture. CLARIFY.
10. Not revealing news about one of them getting promoted because you thought it will make your job easier. They will eventually find out. It's a lose-lose. The one promoted will not feel like he/she is getting the recognition he/she deserves. And the rest will feel left out, or that you favor only certain people.
11. Not considering or listening to their input on their assigned tasks and subsequently their career development. You might not agree to all they want. But at least hear them out.
12. Micromanaging in the wrong situations because you're generalizing. Or to the wrong people. Textbook Situational Leadership.
13. Taking credit for their work. Always acknowledge your staff who contributed. Carry his/her name with the contribution anywhere you sell it. You already got the credit automatically. Don’t make them stop contributing.
14. Having mood swings. So manage your own emotion in front of them. AT ALL TIMES.