Retirement

Business3 mistakes that damage the reputation of executives

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Managers are not colleagues like anyone or anyone else. Bosses tend to tolerate and excuse mistakes in personal dealings. In addition to the pure status, the higher burden of responsibility is responsible for this. However, the exceptional position of superiors also works in reverse. You set the tone for the workforce, whether wanted or not. Managers should therefore pay particular attention to ensuring good office etiquette. This also strengthens your own image

# 1 You’re late

For some managers, being late is simply a part of it. Neither were they so busy that they simply didn’t make it to the meeting on time. They have still made everyone wait on purpose to delight in their own meaning. Often there is simply thoughtlessness behind being late. This is especially true for executives who have never worked in a subordinate position or have not worked for a very long time, where late appearing was at some point punished. Supervisors should be aware that being notoriously late can easily lead to their being perceived as unreliable. It is in their own best interest to demonstrate punctually: I have everything under control – especially my own daily routine.

# 2 They don’t care for the work environment

Employees are not cleaning staff. Of course, every employee should tidy up his work area and treat it with care. The boss has to take care of the basic cleanliness. When useless stuff accumulates on shelves, the blind spots on the desks disappear under a sticky layer of dust and the windows become increasingly milky, this can signal a lack of appreciation on the part of management. This is especially true when the company is doing well financially. The office doesn’t have to be a cozy corner, but the employees should always feel comfortable.

# 3 “Sorry” is a foreign word

Pretended infallibility or gained trust – dealing with one’s own mistakes strongly defines the image of a manager. Sometimes there is no ego trip behind the silence of wrong decisions. The employees should just not be unsettled and lose confidence in the decision-making power of the boss. This can be justified in exceptional cases. Basically, however, a boss should never be too fine to say: I misjudged this situation. Those who can provide good reasons for the decision at that time and show what was learned from this experience also ensure transparency between people. Good employees reward this with loyalty and commitment.

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