Common Leadership Pitfalls Case Study

Common Leadership Pitfalls

Whether or not employees feel valued in their contribution to the workplace is one of the most important factors in their overall perception of their company as a great place to work. In fact, among the “100 Best Companies to Work For” recognized by Fortune (2014), an employee’s sense of their value through strategies such as recognition programs and performance incentives, is more closely associated with their experience of a great workplace than factors such as competent leadership, unique benefits, and even fair pay. However, while programs designed to promote employees sense of value can drive an organization towards success and promote a strong company culture, the performance-based culture of the modern business world can push leadership personnel to inadvertently fall into a pattern of behavior, or “Pittfalls of Leadership”, that leaves their employees feeling as if they don’t matter. Pitfall No. 1: Failing to Respond to Employee Emails

Every competent leader of an organization is busy and juggling a complex set of

Whether it was intentional or not, some leaders treat certain employees by a different set of unwritten rules which ultimately leave the other employees of the organization feeling resentful and as if their contributions have little value. One of the best examples I can give of this pitfall is when I worked for a management that had a history of hiring his friends to work for him which often inadvertently turned into favoritism that other employees like myself took notice of. Sometimes it was as simple as a lunch outing where business was discussed but other times it was more substantial, like salary and promotional benefits. Wanting to work with people you like is fine, but leaders need to be aware that there should be a standard set of rules for all employees particularly with regard to recognition and