When you are in a managerial position, it’s easy to forget small details that can go a long way to benefit you, your employees, and your company. Make sure you know how to recognize these simple mistakes managers make so that you can easily avoid them!
Many employees thrive when they are given complete control over individual tasks, with a decent amount of high-level supervision and oversight. As a manager, if you give a specific employee an assignment only to monitor and change every little detail with excessive attention, you are essentially taking on the assignment as your own. This is not only a waste of your time, but it damages your employee’s self confidence and their confidence in you as a manager. Maintain your role as a leader, but have faith in your employees. Mutual trust can go a long way.
On the opposite side of the spectrum, being too “hands off” can be just as harmful as micromanaging. Some managers fear coming across as too authoritative to their employees, and tend to hold back to compensate. Your team can easily lose faith in you as a leader if you avoid your responsibility to make decisions, suggestions, and general comments regarding workflow. Recognize potential short-term and long-term goals, and don’t shy away from being the voice that speaks on behalf of your team. Once you make a decision, stick with it. Another way employees can lose confidence in you as a manager is if you ask for input or feedback after making a choice with conviction, thus diminishing the poise you had previously established.
Not Knowing Your Employees
A surefire way to separate you from your employees is to take a cold and distant approach their personal lives. This is not to say that you should be everyone’s best friend in the workplace, but rather you should develop a healthy relationship with those around you. Knowing a team member’s birthday, when a child of theirs receives an award, or expressing sympathy when a family member passes, for example, can establish you as a professional yet compassionate manager. Workplace relationships require boundaries, of course, but remember that you are managing people, not employee drones.
This can also be mutually beneficial. When taking your employee’s personal lives into consideration, you can effectively manage your team based on one person’s specific needs, and if need be, re-distribute that work in order to help the group as a whole.
Blaming others or failing to take responsibility should never be a part of the role as manager. Those who see you as a leader should always trust that you will either provide them with constructive criticism, or defend them in a time of need. If an employee makes a mistake, discuss the decisions that were made that led to that outcome, and how they can avoid it in the future. Reporting it to a peer or senior manager without stepping in to offer guidance, support and, well, management will only reflect negatively on you as a leader.
When mistakes are made on your part, accept these as your responsibility and no one else’s. Showing others that you can recognize when you’ve made a wrong decision, and in turn, learn from that mistake, will assure them that you are a manager that can be trusted.
Recognizing these management pitfalls and taking steps to avoid them can greatly improve your standing as a respected leader. Always strive to have your employees look up to you, and see you as a figure that they can confidently come to in times of need.