Be A Mentor

Management titles are often misconstrued, because of corporate connotation and the many examples that are strung along. Managers are known for their notorious egoism that is displayed on a day-to-day basis, because hierarchy is somehow viewed as a successful practice if abided by in extremity.  As we venture into new eras of management and employee relationship, companies have transitioned into a mellowed attempt at building office morale instead of running a business through instances of fear. New versions of professionalism have denounced, in action, the former methods of management. HRMatrix suggests that managers be mentors to their employees, because being a good leader means they are able to create leaders. You have to guide employees, develop productive conversations, and acquaint them with realistic, big-picture goals of the company instead of boxing them in their departmental goals. 

This way, employees will feel they are capable of thriving in the workplace as they are motivated to put their strengths to use. Mentorship means you see potential in your apprentices and that is why you are guiding them. This successful dynamic allows employees to make mistakes and learn from them as they explore company-related bounds to create innovative strategies and approaches that align with the ultimate prospects of your company. 

Here are some traits of egocentric management:

  • Unnecessarily intimidating

These types of managers maintain a bold front. They are typically unresponsive and reduce the employee creativity that  could potentially better the company. 

  • Dismissive

Managers refuse to let employees do the thinking for them even if it might be helpful. They silence new ideas and refuse assistance which could help an employee grow and become further acquainted with the corporate realm of the company. 

  • It’s all about them

They want to be the head of every conference, and they make sure most of the company advances credit them. It abates the environment’s enthusiasm into a subservient energy. 

  • The slacker

Some managers are overly dependent on their assistant and staff to conduct their workload. The slacker-type expects you to take care of deadlines while spending Monday-Thursday taking “long lunches” and “networking”.

  • Anger management case

You can be as punctual and productive as you want, but if this boss catches you slipping up, they have the complete ability to rain down with all kinds of accusations right in front of everyone. 

These are the most common traits of bad management. It’s time to reflect and convert these practices into something uplifting to build a better and flourishing environment. HRMatrix is here with tips on how to be a mentor in the workplace. 

  1. Value the apprentice

You want to give time and understand the employee to gauge their strengths and see how they can apply them in order to earn promotions and benefits. One great way to value an employee is by listening to them and providing confidentiality so long as it doesn't compromise company regulations and general professionalism. This will help the employee open up about obstructions that hinder them from working hard.

  1. Develop respect

When offering guidance and advice, make sure it is brought up in a respectful manner as respect is an earned facet of professionalism. You want to speak politely and honor social boundaries. This will help elevate your status as not only a manager, but as a source of guidance to look up to.

  1. Try to not produce a clone

This means you have to let your employees grow into who they want to be and who they are best at instead of following your steps of current success. 



Mentorships help bring potentials to fruition, because the dynamic houses respect, reciprocity, and growth. When you apply this sort of approach, it can bring YOUR company/business to newfound pinnacles.