By Belinda Winter | Workplace Lawyer | Leadership and Wellbeing Specialist
Managing people is one of the most challenging parts of leadership. Many new and experienced managers alike fall into habits that damage team performance, trust, and wellbeing.
In my vlog series “The Top 10 Things Managers Should NOT Do – and What to Do Instead,” I break down the most common mistakes managers make — and the practical strategies you can use instead.
If you’re a manager, HR professional, or business leader, this guide will help you lead more effectively while protecting your own wellbeing.
1. Don’t Avoid Difficult Conversations
Difficult conversations are part of leadership. Ignoring them doesn’t make problems disappear — it makes them grow.
What to do instead: Prepare ahead of time, be clear but respectful, and address issues early. This builds accountability and prevents small problems from turning into major conflicts.
2. Don’t Make Promises You Can’t Keep
It’s tempting to say “yes” in the moment to keep your team happy. But when promises aren’t kept, credibility takes the hit.
What to do instead: Be transparent and realistic. Only commit to what you can deliver. It’s better to under-promise and over-deliver than the other way around.
3. Don’t Neglect Record-Keeping
Failing to document meetings, performance discussions, or agreements can leave you exposed if issues escalate.
What to do instead: Keep consistent, factual records. Good documentation protects you, supports fairness, and provides clarity if disputes arise.
4. Don’t Dismiss Mental Health Concerns
When employees raise wellbeing concerns, minimising or ignoring them damages trust — and can create legal and safety risks.
What to do instead: Take every concern seriously. Listen without judgement and connect your people to appropriate support.
5. Don’t Delay Performance Conversations
Avoiding feedback or waiting too long to address performance issues only allows problems to become entrenched.
What to do instead: Provide timely, constructive feedback. Clear expectations and early conversations give employees the best chance to improve.
6. Don’t Ignore Psychological Risks
Workplace health and safety isn’t just about physical risks. Stress, bullying, unreasonable workloads, and lack of support are psychosocial hazards.
What to do instead: Be proactive in identifying and addressing psychological risks. Build a safe environment where employees can thrive.
7. Don’t Tolerate Toxic Behaviour
Toxic behaviour — even from high performers — erodes culture, damages morale, and drives good people away.
What to do instead: Set clear behavioural standards. Address issues quickly, and make it clear that no results justify poor behaviour.
8. Don’t Try to Do It All Alone
Leaders often feel they need to be the lawyer, psychologist, HR advisor, and coach all rolled into one. But that’s not realistic — or sustainable.
What to do instead: Know your lane. Build a trusted support circle, and ask for help when you need it. That’s real leadership.
9. Know Your Boundaries and Recognise Burnout
Without boundaries, leaders risk burning out — and modelling unhealthy behaviours for their teams.
What to do instead: Recognise the early signs of burnout: constant exhaustion, detachment, or reduced effectiveness. Model healthy boundaries and prioritise wellbeing for yourself and your team.
10. Don’t Pretend to Be Someone You’re Not
Authenticity is one of the strongest leadership tools you have. Trying to copy someone else’s style only creates pressure and mistrust.
What to do instead: Be yourself. Lead from your values, use your strengths, and show your team the real you.
Key Takeaway for Leaders
Great leadership isn’t about being perfect — it’s about being real, consistent, and supported.
By avoiding these 10 common mistakes, you’ll build trust, protect wellbeing, and create a culture where both people and performance thrive.
📣 Want more practical leadership insights?
Join my mailing list for regular tips that combine legal expertise with wellbeing strategy — no fluff, just tools you can use straight away.
