Leadership Tools That You Should AVOID

By | June 2, 2019

[June 2, 2019] According to a survey by Forbes, only 2.5% of all leaders are highly engaged. This is a startling statistic and can easily be identified as the main cause of so many companies faltering after a short time period.

By taking a closer look at the problematic, it’s impossible to notice that this lack of engagement exists because a large number of leaders use outdated and useless tools. In this article, we will reflect on why these tools have no place in your company and analyze the limits of a good leader.

Keystroke-logging software

You should read George Orwell’s 1984, to understand it. If you want efficiency and not someone who just types all day or keep arranging files, why don’t you automate and stop torturing people? Employees are real humans and no human on the planet doesn’t like being monitored while they’re working.

Telling people to work faster and threatening them with reports about their keystrokes will “kill” loyalty in your company and cause people to invest less and less effort. Talk to people, share your goals, ask for their opinions and give input. If you make someone feel wanted and secure, they are guaranteed to repay you with hard work and dedication.

Instead of keystroke-logging software, introduce meetings every other day where everyone can talk freely. Show people you care about them and even your good employees will become better. Monitoring keystrokes leads to fear and disdain at the office.

Progressive discipline and probation systems

A large number of companies use the so-called “progressive discipline system” or the “three strikes and you’re out” approach. In an attempt to instill discipline, they issue warnings and notes as a tool to prevent further misbehavior.

To prevent it, you need to:

  • Work with your HR if you see an employee underperforming. Give them the opportunity to open up and talk to you.
  • Never demean an employee in front of others. You never know what kind of personal problems someone might be dealing with. Talk to them in private and tell them that you’re worried about them.
  • Have monthly performance reviews, but shape them in a way that suggests an improvement. Direct criticism can create a negative atmosphere.

Forced rankings

Employee of the Month awards and performance rankings are fun when you’re working a part-time job at McDonald’s. It’s used to motivate otherwise unmotivated employees, but at a serious company – there is no place for childish things like this. Instead of ranking your employees, task your HR department with creating classified performance reviews and surveys with Edu Birdie Review and PapersOwl Review.

Instead of ranking employees, you should use these reviews to make everyone’s qualities come to light in the best possible way. Reorganize departments, group different people together and experiment. There is no point in pitting people against one another.

360-degree feedback

Unskilled leaders rely on tools such as 360-degree feedback – telling employees to write reviews about one another.

Of course, inter-company relations are important for sanctioning things like sexual harassment, incompetence, and other things, but there is no logical reason to force people to “snitch” on one another. 360-degree feedback leaves a lot of room for lies, deception and personal vendettas ruining careers.

  • Work on your recruitment or change your HR department. You won’t need these feedback programs if you recruit people both based on their fit and their skills.
  • Extend your training or accommodation period – give people the time to get to know their co-workers.
  • Task old employees to mentor new ones and compensate them.

Concluding thoughts

A good leader is up to date with all the ways to interact with employees. Leave these outdated tools out of your modus operandi and focus on building a close-knit collective. It’s something your employees will be immensely thankful for. Good luck!

Author: Peter Hill

Peter Hill is a famous college essay writer (https://www.collegessaywriter.com/) at custom essay writing (https://www.rush-my-essay.com/) service EssayOnTime UK (https://www.essayontime.co.uk/). If you need any assignment help online, you can ask him for it. He is also a socially active person, likes traveling and photo/video editing. You can find him on Twitter (https://twitter.com/OPeterhill) and Facebook (https://www.facebook.com/profile.php?id=100029004432031).

10 thoughts on “Leadership Tools That You Should AVOID

  1. Gil Johnson

    Very thoughtful blog post. Thanks Mr. Hill.

  2. Bryan Lee

    Enjoyed your article, Peter. Keep up the good work.

    1. Wilson Cox

      … and I believe that this is his second article in Gen. Satterfield’s blog. Well done!

  3. Eva Easterbrook

    I heard that these tools are likely to be rejected because there is the belief that they more negatively affect women and minorities. Ever heard of this, Peter?

    1. Darryl Sitterly

      Eva, I heard this too but not my experience.

    2. Lynn Pitts

      Same here but when my bosses introduced the 360-degree feedback, they told us to expect some interesting (meaning unexpected and embarrassing info) to come out. It is good to get to hear what others think of you. It can be a hit to the ego but anyway, if you’re comfortable being a leader, then you are no leader. Oh, someone else said that …. ha ha ha.

      1. Harry B. Donner

        Well said, Lynn. I find the 360 feedback tool to be excellent.

  4. Max Foster

    Peter, you’ve really hit a home run with this article. I have one small thing to pick out that I disagree with, however. You seem to imply (maybe I’m wrong) that these tools are ‘forced’ upon employees. The idea that force is used is the pretext for you to suggest that they should be avoided. If so, I disagree. I have used these tools and found them very effective. I’m interested in your thoughts on this.

    1. Army Captain

      I was thinking the same thing. I’ve too used them. Results can be scary. Everyone is in the same boat and that is why results must be judged with some introspection.

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