‘’What Got you here, won’t get you there .”
This is a famous saying of renowned executive coach Marshall Goldsmith.
Taking up the role of a Manager is both exciting as well as overwhelming. Even the best artists in the world paint awfully when they first begin. And just like every beginner in any field makes mistakes, you are bound to make mistakes, when you start.
Your new role demands a new you, as the quote above states. You now need an entirely new set of skills and training.
Your performance and success are no longer about yourself, but more about the team you lead.
According to survey reports, 60% of managers said they did not receive any training when they got promoted.
With a lack of training or guidance, you will inevitably make mistakes.
But the good news is that by understanding some common mistakes New Managers make when starting, you reduce the chances of bad experiences at the outset and create a better experience for yourself as well as the people around you.
And here is a quote to empower you !
So let’s begin with the – deadly mistakes new managers make and how to fix them !
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1. NOT SHIFTING MINDSET WITH THE ROLE
When the role changes, most managers do not realize that they need to change their old beliefs, behaviors, and strategies which they used before.
Because they will no longer work in the present situation. They forget to change their identity in the new role.
Now it is not about individual contribution, but the contribution of the team as a whole. They doubt their abilities to lead others. They doubt their team members.
This makes them an ineffective and incompetent leader, who is not trusted and respected by the team and seniors.
FIX –Give up old beliefs, behaviors, and strategies. Have faith that you can lead others and this is why you were chosen for this role.
Live in trust that your team can deliver the results.
Be mindful of the fact that your decisions will have an impact both at the team level and at the organizational level too.
So adopt new learning. Focus on developing your leadership skills as well as helping develop the people around you.
Read the Post –
MAKE THE TRANSITION FROM AN INDIVIDUAL CONTRIBUTOR TO AN IMPACTFUL NEW MANAGER IN 10 BRILLIANT STEPS
2.FAILING TO SET CLEAR GOALS AND EXPECTATIONS
Most of the employees perform poorly and are disengaged because managers fail to set work priorities and standards and hence fail to give clear expectations and direction to the employees.
When employees do not have a clear idea of what to do and what is expected of them, they will idle their time aimlessly.
They will be unable to prioritize effectively and the projects and tasks will get completed in the wrong sequence. In most cases, they will feel as if they have not accomplished anything significant.
Another thing new managers go wrong about is they are either too rigid or too flexible about their expectations, which lowers employee engagement and performance.
FIX – Set clear goals and expectations and manage by objectives. Help your team members to align their goals with the mission of the organization.
Be clear and specific with all your employees about actions that are needed, deadlines. Strike a balance between rigidity and flexibility. Know how flexible and rigid you need to be and inform them right at the outset.
Read – HOW TO SET CLEAR EXPECTATIONS FOR EMPLOYEES IN 8 STEPS ( FOR BETTER ENGAGEMENT )
3.MAKING TOO MANY CHANGES TOO SOON
Some new managers try to make too many changes too soon. They might do so in trying to impress their bosses and prove their worth.
But in the process, they create a lot of mess.
Realize that you cannot make overnight changes. It will create chaos and mess.
FIX – Meet with team members and seniors and know what is hindering them in their working or jobs and fix only those things that are not working.
Make incremental changes one at a time.
4.INABILITY TO CREATE A SUPPORT SYSTEM
When making a transition as a new manager, some managers forget that their decisions and guidance can affect some employees and peers negatively.
Without the support of mentors, handling them professionally and maintaining a healthy distance professionally is very challenging.
Failing to create the support of seniors who will mentor them in difficult times makes it all the more difficult for them. Seniors of the company have more experience and know the ins and outs of the company and are in a better position to guide them when issues arise.
FIX –Accept that You don’t know everything and will make mistakes. It is a learning process and you will have to keep learning through the journey.
If you try to handle too much without seeking help, you stand a high risk of making too many mistakes and feeling discouraged and lonely.
Having a mentor/mentor who has a good experience will help you from making too many mistakes and make you feel more confident and supported.
Ask him/them to share his/their tips and strategies. Share his/their experience of how they transitioned and managed their former peers and employees.
Focus on developing your leadership skills with their help and advice .
5. FAILING TO ADDRESS CHANGING RELATIONSHIPS WITH PEERS
Most managers neglect this important point when they get promoted. They forget that with the change in role, they have to be more responsible now.
They are now in a position to make decisions regarding your assignments, performance, and pay.
A bad thing that happens when they don’t address the change and set clear boundaries, the peers start taking advantage of them and their position, which puts them in a bad position in front of their seniors and other team members
FIX – Develop new working relationships, manage and adjust with old peers. Accept that they will behave differently .They may even distance themselves from you.
Pay attention to the dynamics of the team. Set clear boundaries and expectations with peers.
You can socialize with them outside of work. But be careful not to share inside information that is supposed to be kept confidential from employees.
Your aim must be to support the decisions and goals of the organization.
6.TRYING TO DO EVERYTHING BY THEMSELVES
Most new managers try to do everything by themselves to prove their worth to their seniors.
They do not realize that they are hired to develop and manage people and get the work done through them. They forget that they need to be productive as well as help others in the team become productive and successful.
As a result, they end up working in trenches.
FIX –Remember that you are no longer an individual contributor. You are also responsible for your team’s success.
Figure out which tasks need to be delegated and delegate tasks according to the specialty of people -right task to the right person.
Supervise, lend support, coach, and check their progress from time to time.
7.MICROMANAGING
Some managers insist on having the work done their way. They do not trust the team members. So they intervene too much to the point of micromanaging the employees.
This reduces the trust of the team, disengages the employees, and lowers their productivity.
They fail to understand that the employees were recruited for doing the work which only they can do. Intervention must be done only when someone is slogging or having problems.
FIX –Respect their level of knowledge. Trust them that they can do the work.
Be concerned with the result and not the process. Keep in mind that each one has a different way of working.
8.BEING AFRAID TO ASK FOR HELP
Many times managers fall into this trap that they must do things by themselves. So they fail to ask questions when in doubt and keep moving forward making mistakes.
Most of the time this outlook costs them heavily. Because a lot of time is wasted on correcting those mistakes.
FIX – Be courageous to ask for help when in doubt to your seniors as well as your employees.
At the same time, encourage your team to ask questions and know the right way to do things instead of doubting and figuring things on your/their own.
9.SAYING YES TO EVERYTHING
Some managers lose their discretion and keep saying yes to everything that is given to them.
In the desire to make the first good impression and please everyone around them, they get burnt out doing everything that is given to them.
FIX –Be discreet about the work given to you. Know your strengths and weaknesses. Make effective choices and choose projects wisely.
Learn to say No from the beginning. Remember to refuse to take any work when your schedule is already overflowing.
10.NEGLECTING THE UNIQUE GIFTS AND NEEDS OF EACH TEAM MEMBER
To show that they are fair and just some managers start treating all the employees the same.
They do not understand the fact that each member is unique and has a different set of skills and experiences. Their goals, needs, and requirements are different.
As a result of this, they fail to assign tasks suited to their skills and capacities and leverage the full potential of the employees.
FIX –Honor each member’s unique gifts and abilities and give them tasks suited to their capability.
If someone is not good at maintaining good public relationships, do not give him the job of handling PR. This will lower his morale and you will end up with bad experiences and mistrust.
Instead, help each employee prosper individually while contributing to the overall company’s goal and objectives.
11.BEING TOO FRIENDLY WITH TEAM MEMBERS
Sometimes in a bid to build good relationships and a positive workplace culture with team members, managers often confuse the line between being friendly with them and at the same time maintaining their authority.
In the long run, the employees think them to be over-friendly and they start treating them like their friends.
Because of this behavior, it makes it difficult to get the work done by the employees because they blur the line between friendliness and authority. The employees stop respecting them and taking them seriously.
FIX – Be polite and warm to them, be respectful but keep that level of authority you must have over them in mind always. Hold them accountable for their performance to be a successful leaders.
Remember that you are not their friend but their boss. Take care of them instead of wanting to be a favorite of everyone.
12.DISPLAYING FAVOURITISM
Some managers often fall into the trap of going by some other people’s opinions of old team members. They form a bias around them and choose their favorite set of employees.
Eventually, they end up with a set of employees who try to be in the good books of the boss. They never realize when the employees start using them.
This alienates other team members. They feel neglected and resentful.
In the long term, it harms the morale, productivity, and motivation of the team and a loss of their authority.
FIX –To be effective, treat all members with equal respect and do not let your opinions affect your decisions. Distribute assignments fairly.
Keep a one-to-one rapport with everyone and take out some time to meet each one and know them individually.
Keep the organization’s well-being above all else.
13.NOT BUILDING TRUST WITH THE TEAM
Some New managers do not focus on building trust with their team.
They take decisions alone and inform the employees later on.
They do not take extra care to ask for the problems they are already facing or might face during the project and do not give them clarity on how much authority they enjoy.
This creates a lack of trust in the manager and team members do not feel happier and give their 100 %.
They feel they are throttled and do not have the autonomy to make decisions about their work, and have no one to speak to about their problems. They do not feel inclusive.
This disempowers and disengages the employees
FIX –Schedule one on ones with your direct reports and help them know the organization’s goals and challenges as well as learn about their professional goals and needs.
Seek their help in brainstorming ideas on how they can contribute to the company’s overall success.
Encourage transparency. This will help build trust in them.
But let them also know that their ideas are subject to veto by you and the authorities above. They must not take it otherwise if their ideas, opinions, and suggestions are overlooked.
Read-78 AMAZING LEADERSHIP TIPS THAT WILL MAKE YOU A CONFIDENT LEADER
14.AVOIDING DIFFICULT CONVERSATIONS
In the workplace, there will be discussion around employees’ performance, appraisals, distribution of workload, taking responsibility for failures, and success of a project.
You cannot avoid conflicts and disagreements at the workplace.
Most managers build a good image with people around and please everyone, delay the issues and avoid conflicts.
This impacts the morale and performance of the team, and, problems when suppressed become bigger later on.
Read this Post – 7 Reasons Why Problem Solving Is Important For New Managers .
Conflicts, disagreements, lower productivity, staff motivation, and engagement. They must be addressed immediately.
Suppose an employee has the habit of surpassing deadlines. He must immediately be taken to task, or else those team members who take up the slack will become more bitter from within and this will negatively impact the organization.
FIX -You need to manage employees and handle conflicts as soon as they arise.
The sooner you address and resolve them, the faster the organization will progress. Use coaching or mentoring skills to resolve conflicts.
Ensure employees develop conflict resolving skills.
So be proactive and learn to handle difficult conversations as the situation demands.
15.NOT REWARDING EMPLOYEE CONTRIBUTION.
Managers sometimes overlook the importance of recognizing and rewarding employee contribution . This demotivates and disengages employees .
According to workplace statistics , 44% of employees stated lack of recognition as a cause for their disengagement .
Understanding the roots of employee motivation and recognizing and rewarding their contribution from time to time can help you build a powerful team of engaged and happy employees .
FIX – Hold employees facilitation programs , appreciate them from time to time apart from offering perks and incentives .
Check in regularly with them as to what is holding them from doing their best. Understand what motivates them.
Coach them , support them and help them to do their best .
16.BLAMING EMPLOYEES FOR TEAM FAILURE
Managers when taken to task by their seniors for things that go wrong in the areas they manage, avoid taking responsibility to save their back and tend to shift the blame on a particular employee.
They do not realize how harmful it will be for them in the future. When chips are down ,they will have their back at you.
The employee eventually gets to know about this and he goes around sharing this experience with other employees. This ruins his image in front of other employees and they lose trust in him.
They fail to realize that it is their responsibility as a team leader and they are the representative of the entire team.
In doing so, they also give a wrong message to their seniors about their capability as a team leader.
The seniors start doubting them because of this attitude.
FIX – Take responsibility for your team as a whole and build trust with your employees. Find out the root causes of why things went wrong and start correcting them.
Remember it is wise, to be honest, admit mistakes and find ways to correct them, rather than lose the faith of your seniors and team members.
17.FAILING TO WITHHOLD IMPORTANT INFORMATION
One mistake managers make is failing to differentiate how much information to share. Some information about the company is to be kept confidential and not shared with staff.
The employees take undue advantage of confidential information putting things at risk for the company.
Inability to differentiate between what is confidential puts the managers in the bad books of the senior management.
FIX – You must have clarity on how much to share and how much to withhold. Share only as much as is necessary to get the work done at the stage.
Be to the point.
18.POOR COMMUNICATION SKILLS
Sometimes new managers fall into the trap to be the best leader they can be.
In their bid to do so, they keep talking more than they should listen.
A Big communication mistake they make is not asking for their ideas, opinions while making decisions and suggestions for continuous improvement.
This disengages the employees. They feel they are undervalued, not heard out, and disrespected.
Another communication mistake new managers make is not seeking regular feedback on improving their leadership from their team members.
This weakens the team’s bonds because team members do not feel valued.
Taking feedback from the team strengthens team cohesiveness and improves the bottom line of the company.
Managers who gather feedback from team members on how to do better and take action showed an 8.9% increase in profitability.
FIX – It is important to practice active listening. This makes team members feel valued. They feel respected and important. This opens up doors for more trust, innovations, progress, and growth at all levels.
Ask people for their opinions, ideas, and continuous improvement suggestions. Take action wherever necessary.
If you fail to implement their suggestions, let them know why, or empower them to implement their ideas themselves.
Take regular feedback on your leadership and keep improving your leadership skills. It will be very rewarding in the long term.
Focus on listening to the needs and concerns of the employees and stakeholders at every stage.
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CONCLUSION
There are other mistakes too that new Managers make, but these are the deadliest ones that I found and thought of helping you avoid.
Mistakes are an inevitable part of the journey. They must not deter you from progressing.
Using them as opportunities to learn is more empowering, instead of looking at them as setbacks.
No one is born perfect and we all have our weaknesses, but working on them and improving them can create pleasant experiences for all of us around.
The only way to succeed is continuous learning, adapting to the changes that come, and doing your job to the best of your ability.
And as I mentioned in the article above , creating support of mentors, knowing how they dealt with the transition, addressing peer relationships, setting clear goals, knowing your team members’ unique gifts and talents are a few great places to start with.
Read –”15 Best Practices That will Help New Managers To Be Successful Form Day One.”
With time you will acquire more knowledge and experience, and become more valuable to your company and team.
So remember that it is a continuous journey of learning, evolving, and adapting.
BOTTOM LINE –Mistakes can be course corrected .
You can read this article –” 12 Essential Skills For New Managers To Be Successful In Career ” , to gain a better understanding of the skills you need to learn to help you transition smoothly in your new manager’s role HERE .
Now as I conclude, I would like to ask you, what is the best piece of advice you received from this post?
What will you start implementing from now?
Share your comments below !
Babita Sharma
Leadership Coach .
www.leadwithpassion.co.in
P.S-Please share the post and help someone today !
HELPFUL REFRENCES
