5 Bad Management Practices That Are Costing You Your Employees

Categories: Advice for HR Professionals

With the hyper-competitive job market today, retaining talent is now more challenging than ever. As such, your company must invest heavily in recruitment, training, and development without overlooking a critical factor that could be undermining all those efforts: poor management practices. 

Whether intentional or not, these missteps can erode trust, create disengaged employees, and ultimately drive them out the door. 

The consequences of bad management ripple through an organization. High turnover disrupts team dynamics, damages morale, and incurs significant costs in both time and money. However, not all is lost. The good news is that you can address these issues. 

So, how do you engage disengaged employees and fix bad management practices? This article has all the tips that you need.

5 Management Practices That Are Disengaging Your Employees

A disengaged workforce can quietly but significantly hinder your organization’s success. Here are some of the common management practices that tend to alienate employees:

1. Lack of clear communication

Clear and constant communication is a keystone of effective management, so don’t neglect this practice. 

For instance, managers who give vague instructions, such as “just figure it out,” leave employees unsure of their next steps or priorities. Without clear guidance, they can misinterpret tasks, leading to wasted effort and frustration.

Another form of unclear communication is inconsistent feedback, as it creates confusion about expectations. When employees hear different opinions from various managers or receive no actionable feedback, they don’t have a concrete idea as to how they perform and how they can improve.

Failing to share organizational goals further alienates employees. If they don’t understand how their work contributes to the bigger picture, they’re unlikely to feel a sense of purpose or alignment with the company’s mission.

This lack of clarity breeds frustration, leaving employees feeling disconnected and undervalued. Over time, it erodes their engagement and commitment to the organization.

5 Bad Management Practices That Are Costing You Your Employees2. Micromanagement

Trust is an essential component of employee engagement, and micromanagement is a direct threat that undermines morale, destroys trust, and discourages initiative. 

For one, over-monitoring tasks signals to employees that their managers don’t trust their ability to complete work independently. Constant check-ins disrupt their workflow and create unnecessary stress.

Plus, denying employees autonomy over their responsibilities stifles their creativity. When a manager needs to pre-approve every decision, employees lose the freedom to innovate or take ownership of their work, and their work ethic may suffer.

Employees subjected to this approach often disengage emotionally and seek roles where they feel empowered to contribute.

3. Overworking employees

While hard work should be celebrated, consistently pushing employees beyond their limits has serious consequences.

Excessive workloads lead to chronic stress and exhaustion. Employees expected to consistently work long hours or forego vacations to meet deadlines experience burnout, leaving them mentally and physically drained.

When burnout happens, it’s common to see a dip in job satisfaction, productivity, and loyalty. Employees feeling overworked often leave for employers who demonstrate a commitment to their well-being.

Blurred work-life boundaries further exacerbate the problem. When managers routinely contact employees after office hours or expect immediate responses, it leaves little room for personal time or recovery.

4. Lack of career development opportunities

Employees thrive when they see a clear path for growth. Without it, engagement can quickly decline.

A lack of training programs or upskilling initiatives sends an implicit message that employee development isn’t a priority. This stagnation can lead to feelings of being undervalued and unchallenged. 

For instance, enthusiasm and contribution may diminish among employees who don’t receive the chance to acquire new skills since they may feel their potential is being overlooked.

Unclear or nonexistent promotion pathways can fester their frustration. When employees don’t see a roadmap for advancement or transparency around how the company awards promotions, they may assume that growth within the company is unattainable. 

Even when roles open, failing to prioritize internal mobility can alienate employees. If they see external hires consistently filling higher-level positions, they may question the company’s loyalty to its team and begin to disengage.

The exasperation often triggers a search for external opportunities where their ambitions are supported.

5. Ignoring employee feedback

Workers who feel unheard are unlikely to remain engaged or loyal to the organization. For one, dismissing their suggestions during meetings or failing to follow up on concerns sends a clear message: employee input isn’t valued. Over time, this discourages employees from sharing ideas or expressing concerns altogether.

Ignoring workplace issues such as resource constraints or team conflicts can also compound frustrations. When employees feel that the company disregards their voices, trust in leadership diminishes.

5 Bad Management Practices That Are Costing You Your EmployeesHow to Engage Disengaged Employees

Creating a more engaged workforce doesn’t happen overnight, but it starts with meaningful changes.

“Regardless of the industry, small-sized companies and publicly listed companies must be more vigilant,” says Arvin Ramos, director of client services. 

“In small-sized companies, individuals at all levels often have direct access to management and the policies they implement. Conversely, in publicly listed companies, many have their eyes on management decisions and their consequences, as they must disclose such information to the public due to the nature of their operations.”

With that in mind, here are valuable strategies to re-engage employees and create a healthier work environment:

1. Practice open communication

Transparency and regular communication are essential to rebuilding trust and connection. Schedule one-on-one check-ins to better understand employees’ concerns, challenges, and aspirations. These regular conversations signal you respect and value their input.

Then, cultivate a safe atmosphere where staff feel comfortable sharing feedback openly. When team members know that management will hear their opinions without judgment or negative repercussions, they are more likely to engage meaningfully.

Finally, clearly articulate organizational goals and explain how employees’ roles contribute to achieving them. A clear sense of purpose helps employees align their efforts with the company’s mission.

2. Provide growth opportunities

Employees are more driven when they see a clear future for themselves within the organization—so consider training programs, workshops, and skill development opportunities to help employees grow professionally. This investment in their capabilities shows that you value their potential.

Likewise, it would be best if you defined clear career advancement paths within the organization. Transparent promotion opportunities motivate employees to strive for excellence and envision their long-term future with the company.

To connect disengaged employees, partner them with mentors who can guide them in their development and provide personalized support. This relationship can reignite their passion and help them navigate challenges.

3. Revisit work assignments

The work employees do each day directly impacts their engagement and satisfaction—and striking the right balance in their workload can prevent burnout while keeping them motivated. 

Assess whether employees are overwhelmed by their responsibilities or feel under-challenged. Then, delegate tasks accordingly so that they can work effectively and deliver the results you need without burning them out. 

Try to assign tasks that align with your workers’ strengths and interests. Giving them work that matches their skills can improve morale and promote a sense of accomplishment. You can also include employees in decision-making processes related to their projects. 

Remember, empowering them with input cultivates ownership and pride in their contributions.

4. Improve work-life balance

A healthy balance between professional and personal life is critical for maintaining engagement. You can employ flexible schedules or remote work arrangements to help employees better manage their time. This regard for their personal needs and boundaries shows respect.

Teams should be allowed to take regular breaks and make full use of their vacation time. They need to be able to rest and recover to maintain long-term motivation and productivity.

Don’t forget to address workload issues proactively by setting realistic expectations and redistributing tasks when necessary. This approach helps prevent stress and reinforces the value you place on employees’ well-being.

You want employees to stay motivated so they can give you the output you need. If your workforce is happy, then the numbers (whether that be revenue or other key metrics) will follow.

5. Lead by example

Team members look to their leaders for guidance, motivation, and the values that define the organization. 

Meanwhile, the way that leaders behave sets the tone for the workplace environment. A positive attitude and enthusiasm are contagious. When leaders display energy and optimism, it inspires employees to adopt the same outlook, which can improve morale and productivity. 

It’s also essential for leaders to strike a balance between being approachable and maintaining authority. Relatability fosters trust, while clear authority means they set direction and decision-making.

Being transparent and consistent in words and actions builds credibility. For example, if you encourage employees to manage their time, model this behavior by doing the same. Otherwise, you risk eroding trust among employees and disengaging them.

Finally, integrity is crucial. Leaders who act ethically and take responsibility for their decisions set an example that employees are proud to follow. They are more likely to stay loyal and engaged when you uphold the organization’s values and treat them with fairness.

Disengage from Bad Habits

Disengaged employees don’t just impact morale—they affect productivity, retention, and, ultimately, your bottom line. There are several pitfalls that management can fall into that can drive employees away. 

The good news? By focusing on open communication, career development, better work-life balance, meaningful assignments, and strong leadership, you can turn disengagement into dedication.

If you’re ready to strengthen your team with the right talent from a trusted headhunter agency in the Philippines, Manila Recruitment is here to help. 

Together, we can build a workplace where engagement and success go hand in hand. Contact us today to get started!

Arvin Ramos