You probably have several pet peeves about the way certain staff members behave. What you may not realize is that they probably have a few complaints of their own. Any of these ring a bell?

You come to work grumpy. If you give off a negative vibe the moment your staff sees you in the morning, it may affect their moods for the rest of the day and result in low productivity or bad patient care. Make a mental choice the moment you wake up to be a positive influence on your team. At the morning meeting, assign someone to bring in an inspirational thought, a humorous anecdote or a joke to start things off on a positive note. Don't complain about the previous day or dwell on the traffic you dealt with during your morning commute.

You micromanage. Excessive attention to detail can hold back the growth and development of your center and your team members. Employees that are micromanaged feel frustrated, lose confidence, become timid and are discouraged from developing new skills. Attention to detail is a positive trait of any manager, but if you're correcting every little thing or do everything yourself, you'll become overburdened with tasks and ultimately hurt your team's performance. Create a system in which your employees can keep you updated on the projects they've been assigned. This way, they won't feel like you're micromanaging or taking over, but you'll be able to track their progress.

You don't hold anyone accountable. While micromanaging may not be a sound management strategy, it's also possible to be too hands-off with your staff. Most employees today thrive on independence, growth and involvement. And yet they also thrive on feedback, accountability and firm, fair leadership. Finding a balance is crucial to the success of your facility and staff.

You complain about the economy. We're living in difficult financial times. Your employees care about you and their jobs, but if you're burdening them with the center's fiscal woes, morale will plummet. Focus on being positive, cheerful and supportive. Some people may argue that your staff needs to know the truth about the business side of things. That might be true, but don't threaten them with the possibility that their jobs might be in jeopardy. Inform them of your center's goals and how important their roles are to reaching future successes.

You bring your personal life to work. We all have those days, and we all have personal lives outside of work. It can sometimes be difficult to separate the two, especially as a manager. But regardless of what is happening at home, it's important to keep that separate from your professional life. Talking to your employees about personal problems or having family and friends stop by the center often can have a huge effect on the way your staff views you as a leader. If you overheard a staff member talking about her date last night rather than focusing on work, you probably wouldn't be thrilled. The same goes for you. Set a good example for your staff by establishing the standard of behavior.

You don't deal with problematic employees. Address negative issues before they get out of control. If you don't deal with problematic members of your team, one or both of the following will happen: Other employees will begin acting like the bad apples, and you'll lose the respect of the entire staff. Staying involved in the day-to-day tasks of your staff members will help you stay on top of problems or potential issues that may exist. Make sure you walk around the center and visit with employees individually. Periodically check in with key people to find out if there are any issues you need to resolve.

You're often unavailable. It's important that employees are able to count on you for assistance, guidance and support. A manager who's always rescheduling appointments and is unavailable for their staff members will quickly lose their respect. Schedule staff appointments or meetings on the same day each week. This way, your team will always know when they can reach you.

You overreact. Over-reacting in any way to employees bringing issues to your attention is a bad idea. It's important that your staff know they can come to you with problems and keep you updated on the center's performance. Don't make them feel guilty if they bring negative issues to light; you actually want to encourage this behavior. Your team knows things about the day-to-day workings of your facility that you may not be aware of. You need to know what they know, or your overall performance will suffer. Overreacting to anything your staff members tell you will only discourage them from keeping you informed.

Look in the mirror. Yes, even you need to work at being a better team player. Begin by realizing the strengths and weaknesses that you have as a leader and focus on improving your shortcomings. By being aware of the frustrations your staff members have, you can work to change bad habits. By doing so, you'll earn the respect of your employees, they'll be happier and more productive and your center will benefit.