Eight Mistakes New Managers Make
By Theresa F. Weber/ @TheresaFWeber
Moving from a staff to a management position can be empowering and exciting. It can also be daunting as your colleagues may still see you as a co-worker or teammate and it is difficult to make the transition to supervisor, manager or boss. If you are a new manager, here are eight mistakes to avoid:
MISTAKE 1: Choose to be liked rather than respected
One reason many inexperienced managers don’t know how to make difficult decisions is that they are afraid that staff will not like them. A desire to be liked, plus a fear of conflict, can lead to managers not only avoiding making tough decisions but also delivering bad news. And of course problems don’t go away, they multiply if they are not addressed. As a supervisor you need to be respected and to make difficult decisions and deliver them in way that shows you value and appreciate them.
MISTAKE 2: Don’t delegate work
Trying to do all the work yourself is a vote of no confidence in your staff. By delegating or assigning work to your team members, you reap a double benefit. First, it helps you shorten your “to do” list, giving you valuable time to focus on more important work. Second, you empower your staff by giving them more responsibility and experience. It is a sign of faith in your employees and they feel more empowered to develop their skills and to grow professionally.
MISTAKE 3: Micromanage team members
Some new managers take the opposite approach and micromanage teams members. This may start out as a desire to be conscientious but can turn into perfectionism. And perfectionism can lead to micromanaging, which has a negative affect on your team’s confidence and performance. If you are constantly sending emails, calling employees or stopping by their desk to check up on them, it is a sign that you do not trust them. This behavior can stifle their enthusiasm and confidence. You should always expect the best from your team, but don’t micromanage them.
MISTAKE 4: Communicate in writing instead of in person
Let’s face it we all do it. Instead of having a difficult conversation, we send an email or text. Face-to-face communication is important when you want to build trust, ask for advice or feedback, or sense a disagreement or conflict. An email lasts forever in cyberspace, even when you delete it, so avoid writing emotional or angry emails. Also when you speak with someone face to face, it gives you a better read on what they are really trying to say as you can interpret their body language.
MISTAKE 5: Don’t read body language
A fundamental part of emotional intelligence is the ability to read body language. This skill helps managers understand how someone is feeling and thinking through their physical cues. Often employees will hide what they are thinking. If you can read them well, you can help avoid employee dissatisfaction or potential conflicts between employees.
MISTAKE 6: Rely too much on weekly staff meetings
Many managers use weekly staff meetings as a primary way of communicating with staff. Each team member gives an update about their activities and progress so the manager can gauge if goals are being met. While this may be useful for the manager, some members of the team may feel it is a waste of their time. These meeting should be short and focused. They should not be a one-on-one meetings with each staff member in front of other staff. During true on-on-one meetings, ask your team members about their needs, not necessarily about what you need.
MISTAKE 7: Fail to ask for feedback
Managers are not perfect and need to measure how they are doing. Some do not ask for feedback fearing that it might be negative. You are better off knowing what people think and using the negative feedback to improve your skills. You may even receive positive feedback for something you are not aware of, and this can be empowering. You can ask your staff individually two questions: what you should stop doing and what you should start doing.
MISTAKE 8: Play the blame game and don’t give credit
When something goes wrong it is human nature to complain. New managers often put the blame on a member of their team, for example citing that someone did not finish the project in time. It is important to remember that as a manager you are responsible for the entire project. Don’t fall into the trap of blaming others. Instead, review your management skills so that you can avoid making the same mistake, and when things go right; do not take all the credit. Praise the good work of individual members who contributed to the success of the project. This small gesture will not only increase your team’s confidence in you but will also highlight your team management skills to your supervisor.
