Managing people changes from job to job and person to person. Individuals all have different wants, needs and desires and it is up to managers to develop strategies that work for all of your employees to both motivate and keep them on task. Because this is such a demanding role to play, it can be easy to make mistakes.
By understanding what some of the top mistakes that managers make are, business leaders can avoid repeating them and improve your leadership significantly.

Providing unclear direction or no direction at all
One of the most common mistakes managers make is failing to provide clear directions to their employees. Beyond a lack of direction in a given task, failing to develop standards for work quality or setting the expectations from the team, you might cause your team to consistently fall short – through no fault of their own.

Not taking feedback
Managers are bound to make mistakes. But making the same mistake over and over again means you either didn’t ask for a feedback, or simply ignored it. Create a regular process of getting feedback; consider getting your HR manager assistance here. You will be surprised how much information, frustration and good advice is hidden under the day to day smiley faces around you.

Failing by example
By not leading by example, a manager is setting his or her team up to fail. Setting a good example will show employees what is expected of them and eliminate any grounds for slacking. If you come late to work, talk negatively about the company or show lack of professional knowledge, employees will do exactly the same.

Not trusting employees / Micro-management
One of the key things a manager has to do is trust his or her employees to do their jobs. Not trusting employees will lead you to do their jobs for them, wasting your own time and theirs. Trust also shows employees that they are valued, and provide opportunities for them to learn and grow – which will benefit the company as a whole.

Sagi Bakshi

Discouraging growth
Possibly the worst mistake a manager can make is to discourage the ideas and motivation of his or her employees, or to impede a worthy promotion. Few people plan on staying in a low-level career for their lives. If you show a genuine interest in your employees’ long and short term goals, you can get more out of them, or at least provide a strong message to the rest of the team that hard work pays.

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