Taking on a managerial role can be exciting and overwhelming at the same time. You'll need a new skill set to succeed, and your performance will be depend on the achievements of your subordinates.
Managing employees comes with challenges, some of which can have a legal impact. According to a Toronto employment lawyer, managers should consult legal professionals specialising in employment law for informed choices and their sanity.
9 Mistakes Seasoned, New, and Aspiring Managers Should Avoid
Managers need training before taking the driver's seat. Sadly, a recent research revealed that only 40% of new Managers undergo training. Mistakes can't be eliminated, but they can be avoided or minimised to safe levels. Training equips managers with the necessary skills to perform their duties effectively. But what are the common mistakes for managers?
1. Failing to Delegate Tasks
By default, the education system teaches you to be a good worker. Also, most people start with junior roles, climb up the career ladder, and finally, they apply for managerial positions—your responsibility shifts with the title shift. You're no longer a part of a big team; you become a team leader. In other words, managers are responsible for the success of their teams.
Failing to delegate tasks can negatively impact your success and the success of a business, by extension. Doing everything on your own means you'll take more time to complete a task that would have been completed in lesser time if delegated. Managers should be busy supervising, coaching, and supporting employees instead of tackling tasks that others can do.
2. Micromanaging Employees
Managers should restrain from micromanaging their subordinates once tasks are delegated. No one likes to be constantly supervised when working. Different studies show that employees prefer working autonomously and without constant interference.
Keeping up with the details or progress of every project is almost impossible, especially when Managing a big team. That said, the best you can do is to trust your employees to avoid burnout or other adverse effects. However, you can focus on:
- Whether your team is still on course;
- Whether the organizational milestones are achievable;
- How each task contributes to the overall goals, and
- How each employee contributes to the assignments, among others.
Good managers should focus on the final product but not the nitty-gritty.
3. Failing to Ask Questions
This is a common challenge for new managers because they mimic their predecessors without questioning or "asking why." A good manager should be innovative because things keep changing. Prevailing solutions may be obsolete shortly and hence, irrelevant to your job. Managers can use the following questions to enhance their reasoning:
- Why are we doing things this way?
- What can we do to achieve the same results faster?
- Is the work still profitable?
- Are we maximising the available resources?
4. Too Much Change Too Soon
Managers should ask questions to increase the efficiency and overall performance of the business. However, everything will not change instantly just because you have the right to ask questions.
It would be essential to be patient with employees to understand their thought processes and approach. Understanding the organizational goals and culture is the first step toward proper transition. Through engagement, managers can identify incremental improvements to streamline a complicated process. With more listening than talking, your subordinates will be more open.
5. Entertaining Confrontations
Research shows that employees, including managers, spend three hours each week, on average, resolving workplace conflicts.
Difficult conversations can arise when employees disagree, so a good manager should handle such matters impartially to avoid potential problems.
The longer an issue takes to resolve, the more it escalates. For instance, an underperforming employee should be dealt with immediately because their performance affects the whole team.
6. Lacking Mentorship
The issues or challenges faced by managers are not new. Experienced managers have likely encountered the same situation you're facing. That said, you should have a confidant to consult when you run out of ideas or encounter potential roadblocks. No one knows everything so, you'll need someone to help you when you get stuck or when you make mistakes.
7. Talking More Than Listening
People who talk much are poor listeners, which can hurt your progress or success as a manager. New managers get caught up while trying to outdo their predecessors. For instance, employees should have a say in the decision-making process.
Inclusivity in the workplace involves engagement, meaning you can't achieve the desired results by isolating the people you're helping. A good manager should listen to the needs, grievances, and challenges encountered by employees. Simply put, employees should be stakeholders to the decision-making process.
Understanding the seven management mistakes discussed in this article is the first step toward avoiding them. Employees are the greatest asset any business can have.
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