7 Qualities Effective Leaders Avoid

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Earn Your Employees' Loyalty By Avoiding These Mistakes

1. Micromanagement

You’ve heard it countless times: great employees leave bad managers, not bad companies. Is this true? And if so, what qualities of a manager cause employees to quit? Nearly a quarter of participants in an April 2023 Kforce survey of job seekers identified the relationship with their manager as a main reason they would consider leaving a job. Whether you are the employee or the employer, it’s important to learn how to recognize the signs of an ineffective leader and how to act accordingly. Here are some characteristics of a bad manager and what you can do instead.

Bosses who micromanage may have good intentions. They want their team to produce great work. However, trust is crucial to a good employee experience and micromanagement often stems from a lack of trust. Rather than giving employees the freedom and autonomy to complete their work in a timely and efficient manner, micromanagers closely observe and control every aspect of their teams’ work.

If you're the leader

If you're the employee

Remember, you hired your employee for a reason. They are skilled, have bright ideas and can be trusted. Give them the freedom to make decisions and complete tasks without guiding them every step of the way. Ask more questions and give fewer answers. Encourage collaboration with their peers and inspire them to share new ideas. Employees won’t learn nearly as much in a stifling environment where every move is tracked. Give them freedom and watch them grow.

Start by practicing empathy and trying to find common ground. Consider having a discussion to ensure you both agree on your role, responsibilities and their expectations of you. Schedule a weekly meeting to provide updates about completed tasks and the status of on-going projects. Remember trust comes with accountability. When your manager provides more freedom and flexibility, use it well by completing quality work in a timely manner to reinforce you are capable of working autonomously.

If you're the leader

If you're the employee

24% of survey participants who identified as a leader or manager said micromanagement is the quality they struggle with the most.

If you're the leader

Understand what drives your employees. Encourage them to work on different projects, take on enrichment opportunities or help to redefine their role to ensure they’re fulfilled. Invest time asking thought-provoking questions, and then be quiet and listen. As managers, you don’t need to pressure yourself to come up with all the answers. Your employees will come to their own answers if you foster the environment to do so.

If you're the leader

If you're the employee

First, identify what’s important to you. Make sure you know your short- and long-term career goals. Then discuss these goals with your leader and ask them to help you create a plan to achieve them. Don’t be afraid to be the one to start the discussion. Once you have a plan, document your accomplishments and make sure your leader knows when milestones are met.

If you're the employee

Conversations about growth and development should never be avoided. Effective leaders know that great employees are often looking for new ways to grow their skills or take the next step in their career. In order to retain great talent, leaders must show support for their employees’ career goals and development.

2. Avoiding career development discussions

If you're the leader

Make sure your employees clearly understand any projects or tasks they are assigned and your expectations for deliverables. Set consistent touchpoints to discuss priorities and status updates. Don’t pass up teaching opportunities. Take time to provide detailed feedback and explain your reasons for the comments or suggestions you make. Doing this will help your employees better understand where they are making mistakes and how to improve going forward. Also be careful not to dominate conversations. Create an environment where your employees are safe to voice their ideas and opinions.

If you're the leader

If you're the employee

If the problem you’re having is a lack of communication, ask to schedule a weekly one-on-one touchpoint to discuss work and goal progress and to ask clarifying questions. When asking questions for clarity, try non-accusatory phrases such as, “can you help me understand…” or “can you confirm…?” These types of questions will not only help you gain a better understanding of your manager’s expectations, but also send subtle hints to them about where they need to adjust their communications with you.

If you're the employee

Strong communication skills are one of the most important traits of an effective leader. The strength of a leader’s strategy or plan doesn’t matter if they aren’t able to clearly communicate it in a way that inspires their employees to carry it out. Great leaders know how to effectively communicate their ideas, expectations and feedback.

3. Poor communication skills

44% of job seekers said lack of feedback from their manager would cause them to consider quitting a job.

If you're the leader

Give credit where it’s due. Thanking your employees for investing their talent and time into their work is an effective way to make them feel appreciated. Giving authentic praise to your employees in front of their peers can go a long way. Plus, when your employees shine in the spotlight, so do you as their leader!

If you're the leader

If you're the employee

Take time to calm down before responding. Always keep a running record of your accomplishments and save documentation that shows your contributions when possible. Openly discuss the projects you’re working on with your team and let other members of your organization know they can come to you with questions about the work. If your boss takes credit for your work during a meeting, share the credit by using non-accusatory phrases such as “I really enjoyed working together on this” or “We definitely worked hard as a team to achieve this.”

If you're the employee

When you’re leading a successful team, it can be tempting to step into the spotlight and take credit. However, everyone wants to be recognized for their achievements. Effective leaders have the ability to remain humble and take purposeful action to ensure their team is given the recognition they earn.

4. Stealing credit

If you're the leader

As a leader, the employee experience rests heavily on your shoulders. You must protect your people from bullying, discrimination and other threats to a safe and positive work environment. Always address problems head-on. When a situation occurs, act swiftly and with empathy. The longer a problem simmers, the larger the issue becomes. Encourage an open-door policy with your team and bring in your HR partner when appropriate. Once the conflict is resolved, make sure you understand what caused the conflict in the first place so you can better prevent future conflict from arising.

If you're the leader

If you're the employee

When conflict arises, start by thinking about solutions for the issue at hand. If you have tried to resolve the conflict yourself and the problem persists, make sure your manager knows about it and understands why it is an issue. Be prepared to share the steps you have already taken and be open to looking for solutions together. Take time to calm your emotions before approaching your boss so you can stay professional as you discuss the issue. Finally, make sure you take accountability for your own actions and be honest if any part of the conflict is your fault.

If you're the employee

Most people don’t like conflict. However, managing conflict is a critical responsibility of a leader. Whether your employee has a problem with you or one of their peers, conflict gets in the way of productivity and progress toward goals. Avoiding conflict ultimately destroys trust and builds resentment among your team because it sends a message to employees that you don’t care about their personal well-being.

5. Ignoring workplace conflict

If you're the leader

Before finalizing your project plan, consult your team. Include them when creating your strategy, earning buy-in and alignment along the way. When delegating assignments, make sure you understand your employees’ current workloads and ask if they are comfortable taking on additional tasks. When you overpromise and underdeliver, you make your entire team look bad. Understand what’s required to get the job done and be reasonable. No one wants to fail.

If you're the leader

If you're the employee

Give yourself grace. Know that there is a difference between being a hard worker and being overworked. If you’re feeling overwhelmed with the number of responsibilities and tasks you’re being asked to take on, don’t be afraid to speak up and let your manager know. Come prepared to discuss everything you are currently assigned and know the priority level of each project or task. Be ready to offer suggestions on where adjustments to your workload would be most impactful.

If you're the employee

Managers are responsible for delegating work that can be achieved within their team’s capabilities, budget and timeframe. Setting your team up for success means understanding the many factors that impact a project and helping each person contribute in the best way possible. Overworking employees leads to burnout, which ultimately has a negative impact on employee satisfaction and retention.

6. Overworking employees

Yet, 48% of all respondents said micromanagement from their leader would cause them to quit.

If you're the leader

Accept change as a positive and view it as an opportunity. Be open to new ideas and solutions. Ask your employees to share their ideas and opinions before you make suggestions or offer solutions during a meeting. Be ready to adjust your plans or strategy as necessary when changes in your organization occur. Lead by example by being the first person to adopt new tools, technologies or policies your organization launches.

If you're the leader

If you're the employee

Focus on what you can control. Can you structure your day differently to make it more efficient? Are there online resources you can explore to learn new things? Stay innovative by subscribing to industry-related newsletters so you’re up to date on the latest trends. Find someone on LinkedIn you’d like to emulate. Follow them for inspiration on how to make your workday more efficient. Build yourself up so you’re ready for anything.

If you're the employee

There is no one-size-fits-all approach to leadership. Great leaders are able to recognize the unique factors that motivate each of their employees and know how to adapt their leadership style to the approach that will work best for each situation. Adaptability in the workplace is crucial to success because change is inevitable.

7. Lack of adaptability

None of us are born knowing how to inspire others to be their best. Being an inspiring leader is a choice—and can be a fulfilling and meaningful experience. Managing a team has its fair share of challenges, but you have the power to retain your top employees for years to come.

Be the manager your employees stick around for

71% of all survey respondents said “empowering others” is the most important quality for a leader to have.

When asked to select the type of management styles that are most effective:

62% of participants chose consultative (asking employees for feedback)

59% of participants chose transformational (creating an environment that supports innovation)

identify what’s important to you

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