By James Harwood
Managers play a
key role for any business. Growth and success of an organization will largely
rely on their expertise and experience to manage certain tasks. Unfortunately,
mistakes are inevitable in the business world. Whether you’re an amateur or
veteran in managing, you are bound to make mistakes as you further your career.
In addition, a study shows that over half of the manager population received no
training whatsoever prior entering their respective fields of work.
To guide you in
becoming a good manager, here is a list of the 7 most common mistakes that
managers make and tips to avoid them.
Micromanaging
New managers
perceive the urge to assert their newly established authority and entrench
their role as the boss. They also feel the need to guarantee their group is
victorious in all tasks. They suddenly find themselves accountable for the
actions and performances of their employees. As a result, they resort to
micromanaging to feel their power.
Tip: No one wants to be micromanaged. Doing
so will turn your employees against you and create a bad environment for your
organization. Delegate, create deadlines, and hone expectations, but allow the
employee to decide how he/she will be completing the task.
Insufficient directions
This is another
common mistake that may arise when you take micromanaging to the extremes.
While you should avoid micromanaging, leaving your workers with scarce
information to work on isn’t good either. Workers should be fully briefed of
what they should expect from respective projects, what their objectives should
be, and what the standards of success should be.
Tip: Call out your employees and discuss
what the desired results and goals should be and the most efficient ways to
reach it. Inquire if any employee has ideas of their own regarding how best to
complete the task, etc.
Neglecting employees’ personal problems
New managers are
usually promoted due to their outstanding project management skills and
relevant professional attributes. In most cases, they do not have any training
or experience on how to handle personal issues in the workforce. Nonetheless,
if performance or behavioral issues go unresolved, the business can suffer
greatly for it.
Tip: Always address these problems
immediately. Talk with the employee/s in private and ask your Human Resource
department for advice.
Taking on too much
Driven to
demonstrate their qualifications and worthiness for a promotion, new managers
tend to take on too much work. Eventually, it blows up in their face. Managers
assume they will be able to maintain recent quality levels and even accept new
tasks concurrently. They do not consider the chunk of time it consumes to
manage workers.
Tip: Learn how to balance your roles. Know
when you need to refuse any more projects or unreasonable time frames for
completion of projects.
Being stagnant
This is a mistake
commonly made by newly promoted internal managers. While it isn’t exactly
necessary to forget your old friends and co-workers or undergo a complete
personality makeover, you should be ready to adapt to changing environments.
Tip: New management should avoid gossips or
whining and display a positive and professional attitude at once.
Too many alterations
New managers
exaggerating on the previous tip may end up making this mistake. Making too
many changes after a promotion can turn out bad for you.
Tip: Take time to make the necessary
adjustments entailed from your new role and establish solid relationships first
prior considering making any significant changes.
Not abiding to human resource laws and policies
While it is
committed unintentionally, new managers tend to break regulations set forth by
their HR department. While new managers are aware of major laws like racial
discrimination, they sometimes forget to account for minor acts of racism, sexual
harassment, and sexism.
Tip: Always ask questions appropriate for
the subject, be it an interview or monthly assessment. In addition, know what
queries you can and can’t ask to your employees.
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