I admit it. Sometimes when I’m under the gun at work and feeling the pressure of all my responsibilities, I can get tunnel vision about accomplishing my own goals and forget how my behavior is influencing others. It’s not that I’m trying to be insensitive to people, I’m just not being mindful or intentional in my actions.

I don’t think I’m alone in this regard. It happens to every leader from time to time when we’re under stress and reacting in the moment. It’s in these occasions that we have a tendency to focus on the objectives of the task and minimize the people concerns. Who cares how people feel as long as the job gets done, right? Well, consistently behaving this way may help you check items off your to-do list, but it can come at the cost of crushing the spirits of your team members in the process. Here are five common spirit-crushing behaviors leaders should avoid:

Micromanaging – Control is the opposite of trust, and micromanaging sends the message to your team members that you don’t trust them to do their jobs. It’s common for leaders to exert control when under stress because they feel more secure being able to directly influence the outcome. However, micromanaging saps the initiative of your team to the point where they stop taking responsibility because they know you’re going to step in and take charge.

Demeaning Others – Leaders demean others through careless comments that degrade their dignity, status, or character. An example is when a leader says or does things that communicates people are “less than” they really are. Stereotypical examples are asking an administrative assistant to pick up your dry cleaning or get you a cup of coffee, tasks clearly outside their job description.

Ignoring Others’ Contributions – We all have an innate need to be appreciated and it doesn’t take much for leaders to acknowledge the efforts of team members. Many times all it takes is saying thank you. A pattern of not recognizing the good work of others will eventually turn team members against you. People will develop a mindset of doing the minimum amount of work acceptable because “they don’t appreciate me going above and beyond.”

Intimidating or Coercing Others – This behavior is a holdover from the days of Command and Control leadership, but unfortunately, too many leaders still rely on this tactic to get work accomplished. I think there are two main reasons why this is the case. First, some leaders truly don’t know any better. They believe their job as the “boss” is to tell other people what to do, how to do it, and when to do it. Secondly, it’s the path of least resistance. When leaders are stressed and short on time and patience, getting work done by intimidating or coercing others seems the most expedient thing to do. It may work for you once or twice, but intimidating others will not only crush their spirits, it will create enemies that actively work against you and not with you.

Playing favorites – One of the most influential factors that crush a person’s spirit is being treated unfairly. We are hardwired with a desire for justice, and when we feel we’re aren’t being treated justly, it causes a variety of emotions ranging from defensiveness and anger to cynicism and despair. Leaders can be fair by treating people equitably and ethically. Being equitable means people receive what they deserve based on the circumstances, and being ethical means the leaders behavior is alignment with the values of the organization and it’s policies and procedures.

I believe most leaders have positive intentions. There are very few leaders who wake up in the morning and say to themselves, “I can’t wait to crush the spirits of my employees today!” No, that doesn’t usually happen, but what does happen is we get so focused on our own agendas that we forget how we’re treating our team members. Being more mindful of how our leadership impacts others and avoiding these spirit-crushing behaviors will help foster an environment where our people feel safe, appreciated, and free to give their all.