From the author: Alexander Parkhomov, Being a leader means more than giving orders. This is achieving mutual understanding and building real relationships that allow you to trust each other and achieve your goals. Unfortunately, many managers do not care about the morale of their subordinates and spur them on, either out of necessity or without it. They fail to understand that this course of action makes things worse, has a negative impact on productivity, the ability to retain talent and, ultimately, on financial results. There is no miracle one-method-for-all-cases. Every company has its own distinct corporate culture, and every manager has his own unique style. But there are a few behaviors you should avoid if you don't want your employees to hate their jobs. Here are nine guaranteed ways to undermine employee morale. Most of these examples result from a violation of the basic principle: “Contact with your subordinates, respecting their dignity, and they will experience the same feelings towards you.”1. Placing responsibility for mistakes on just one employee. Playing the blame game can destroy jobs in your company. If a subordinate makes a mistake, don't place the blame solely on him or her. It's the entire team's fault. The fault lies with those who directly implement the project and those who organize and are responsible for the work. Often bosses refuse to take responsibility for the mistakes of their subordinates and place all the blame on one of the employees, which not only undermines morale, but also turns everyone employees into timid and intimidated performers.2. Public reprimands: There is no need to give public reprimands. Do not try to lecture employees in front of colleagues or set them up as a bad example - these are not children. On the contrary, take them aside and sort out the situation face to face. Public shaming leads to employee contempt and destroys the psychological atmosphere in the office.3. Dishonesty: Always tell your subordinates the truth. Always. It's not a mistake to remain silent about topics that are sensitive to your employees, but never lie when talking to them. And, of course, don't lie about your promises. Respect yourself when making promises (for example, to increase your salary), because once you step down this slippery path of empty talk, it is very difficult, if not impossible, to regain trust. Employees will never work to their full potential with someone they don't trust.4. Unrealistic goals. Goals are needed to inspire people to do good work. But if subordinates continually fail to deliver because the bar is set too high, their morale drops to zero. They think they are doing a bad job when they are not.5. Threats of layoffs: Making people afraid of losing their livelihoods only creates fear, uncertainty and mistrust. If you constantly make it clear to an employee that he can be instantly replaced by another, then he is unlikely to be motivated to perform well. It is very easy to destroy a person's aspirations when you see him as a serial number, and not as a unique individual with unique abilities.6. Instructions that are unclear or incomplete: At work, clear and concise information is very important. Sometimes managers feel that being a leader means giving incomplete and vague instructions because you are so busy. But the time of subordinates is as limited as the time of managers. If a person does not know what he should do, he feels deceived. And, if he makes a mistake and gets reprimanded by the boss, then things get even worse.7. Micromanagement: Few things can demoralize an employee as effectively as observing his actions “under a microscope.” Who likes constantly looking over your shoulder, discussing all the details of every action and every second.