7 Things Leaders Do To Frustrate Their Team

After years of being in a leadership position, we can forget what it was like to be on a team with someone over us.

We forget the frustrations we felt when we thought the boss was being unfair. We no longer remember what it was like to be, as some call it, a peon.

Those days are gone. And that can cause trouble.

Are you frustrating your team? -Unsplash

We don’t mean to do this. But it happens.

Being away from “the action” can make us ignorant of what is happening where sales are being made, manual labor is happening, or even in church service.

That’s why I want to warn you of what you might be doing to frustrate your team.

7 Things Leaders Do To Frustrate Their Team

  1. Leaders that frustrate teams play favorites: There are hard workers. They need to be recognized.

    There’s also people who advance only because they’re a favorite of the boss.

    This frustrates teams beyond belief. People who put in hard work feel left out and abandoned. They feel unappreciated.

    What to do instead: Pay attention to your team and how you’re treating individual members. See if there’s any favoritism in your actions. Correct it if you see yourself beginning to play favorites.

  2. Leaders that frustrate teams ignore valid workplace complaints: Your team trusts you. They believe in you. Then they don’t.

    This happens slowly as they bring valid workplace issues that are ignored by leadership.

    What to do instead: Address workplace complaints promptly and clearly.

  3. Leaders that frustrate teams act superior: Leadership can go to our heads. We have a platform that can impact the lives of those we’re leading.

    This can lead leaders to feel superior.

    We see this played out by these leaders being unwilling to serve. They take perks. They bask in the glory of leadership.

    Doing this damages teams. They lose respect for leaders who do this.

    What to do instead: Get someone you trust that’s willing to be honest with you. Have them watch how you interact with your team and give them the power to call you out when you get a big head.

  4. Leaders that frustrate teams bring change for change’s sake: Any great leader knows there needs to be change within organizations. Without it, they stay stagnant and pass away.

    So, we need change. We also need stability.

    By bringing change for no other reason than change, your team begins to wonder. They don’t know what’s next and they don’t know whether or not the organization is stable.

    What to do instead: Bring change to your organization but only when there’s a good reason.

  5. Leaders that frustrate teams never explain what’s going on: This goes along with leaders who change for change’s sake. There’s a lot of change and no explanation.

    Team members are left to wonder what’s going on. They also wonder where they fit in.

    What to do instead: Be a leader who’s open and willing to discuss what you can. I know you can’t always say what’s going on, but have a clear line of communication open.

  6. Leaders that frustrate teams try to rule with fear: Have you ever worked for someone who constantly made you live with fear? I hope not but there are leaders who do this to their team.

    There are constant threats of firings or demotions. They tell their teams who they’re worthless and don’t know how to do their jobs.

    This is demoralizing. It also makes your team resent you.

    What to do instead: Treat your team with respect. Tell them when they’re doing a good job. Be honest when they’re not. You can do these things without creating an atmosphere of fear.

  7. Leaders that frustrate teams don’t lead: These are leaders who are leaders by title only. Whether they were bestowed with the title or took it for themselves, they have the title but don’t lead.

    This is frustrating because no one knows what to do. There’s no direction.

    What to do instead: Create clear plans of action. Give your people guidance. Cast the vision.

Question: What has a leader done that’s frustrated you? How are you avoiding that action in your leadership? Let’s talk about this in the comments below.

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