Over-reliance on employee self-management
There is a distinction to be made between allowing people to do their tasks and forcing them to fend for themselves. Effective managers empower their staff and defer to their judgment while still observing and providing feedback. Poor managers are sometimes ignorant that decisions are being made. These individuals never openly command staff to take the reins, but they also never make a decision that could imply otherwise.
Workers assume that unless something is done, the situation will persist, so the staff stands up and solves the problem out of a sense of duty. There are no instructions from the management ahead of time, and there are frequently no thanks. Employees become managers without the salary or title as a result of this behavior. Taking on too much responsibility can leave employees feeling overwhelmed, undervalued, and resentful.
How to fix it: Distinguish between manager tasks and employee tasks. For instance, staff can make shift swaps but should not create the schedule, and mediating conflicts between coworkers is a manager’s responsibility. Hold regular meetings and check-in’s and remain aware of the day-to-day happenings of the job. Do not take advantage of employees’ eagerness to help or prove themselves.
