Manager Misconduct

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Managers would do well to avoid these seven leadership pitfalls, identified by employees in Forum Corporation's recent Leadership Pulse Survey.

Managers would do well to avoid these seven leadership pitfalls, identified by employees in Forum Corporation's recent Leadership Pulse Survey.

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Lying. Managers who lie to employees about their performance, generate rumors, or tell half-truths about the state of the company's business affairs will erode trust and undermine their credibility. Managers should be honest and transparent with all levels of staff.

Lying. Managers who lie to employees about their performance, generate rumors, or tell half-truths about the state of the company's business affairs will erode trust and undermine their credibility. Managers should be honest and transparent with all levels of staff.

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Bullying. Bullying, which can mean anything from disparaging subordinates behind their backs to publicly belittling staffers, is one of the worst manager offenses. Leaders who do this create a culture of fear that employees will try to escape as quickly as they can.

Bullying. Bullying, which can mean anything from disparaging subordinates behind their backs to publicly belittling staffers, is one of the worst manager offenses. Leaders who do this create a culture of fear that employees will try to escape as quickly as they can.

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Stealing ideas. One way to earn instant dislike from employees is to take credit for their ideas. Recognizing positive contributions will motivate staff and ensure a productive, happy work environment.

Stealing ideas. One way to earn instant dislike from employees is to take credit for their ideas. Recognizing positive contributions will motivate staff and ensure a productive, happy work environment.

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Playing favorites. Managers who favor certain people at the office, keeping them in an inner circle regardless of their merit, is a major employee pet peeve. Employees always will notice when the boss has a favorite. This behavior creates an atmosphere of disloyalty among the employees who feel as if they've been pushed into the outer circle.

Playing favorites. Managers who favor certain people at the office, keeping them in an inner circle regardless of their merit, is a major employee pet peeve. Employees always will notice when the boss has a favorite. This behavior creates an atmosphere of disloyalty among the employees who feel as if they've been pushed into the outer circle.

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Not communicating. Leaders who fail to communicate their goals and vision to their teams foster aimless and unproductive staffers who are consistently confused about how they can provide value.

Not communicating. Leaders who fail to communicate their goals and vision to their teams foster aimless and unproductive staffers who are consistently confused about how they can provide value.

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Managing inconsistently. Not following through or frequently changing priorities shows employees that managers lack integrity.

Managing inconsistently. Not following through or frequently changing priorities shows employees that managers lack integrity.

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Being unsupportive. Not acting in employees' best interests, ignoring them, undermining their work, and blaming them unfairly will quickly lead managers into unfriendly territory.

Being unsupportive. Not acting in employees' best interests, ignoring them, undermining their work, and blaming them unfairly will quickly lead managers into unfriendly territory.