The transition into management isn’t easy. According to at least one study, it can be almost as stressful as divorce. And with current levels of employee engagement hovering around a dismally low level of about 30 percent, there’s no question that management is a challenging discipline. It’s no wonder new managers can easily take wrong turns as they transition into their roles. Common new management mistakes include:
Failure to Delegate
As a new manager, it may be tempting to tell your direct reports to “just let me do that.” But if you hate being micromanaged – and most people do – imagine how it makes them feel. Plus, it just adds more to your plate, which is already overflowing as you adjust to your new responsibilities.
- Time spent micromanaging is time that should be spent leading. Your job is to get the results you need in the short run and over time. This means hiring great people, helping them learn and then giving them space to do their jobs well.
- Guide more and do less. Rather than spend time trying to do everything yourself, set clear expectations up front, communicate with your team regularly and check in on progress. Intervene when needed and be accessible, but remember: being a hands-on manager is different than being a micromanager.
Not Getting to Know Employees
In order to manage effectively, it’s critical to develop strong levels of rapport and trust with each of your employees. Get to know them both as workers and as individuals.
- Learn their passions and their pain points. Find out what motivates them and makes them tick. Find out what their short and long-term career objectives look like. Find strategic ways to fuel those passions and alleviate those pains.
- Don’t hide behind technology. Email is an easy way out and can be very effective, but it’s not a panacea. In fact, the human touch is essential to successful leadership. Manage by walking around and as you do so, address everyone by name and ask about their weekend, their families and their favorite sports and hobbies.
Trying to Be Everyone’s BFF
While fostering strong one-on-one relationships with their employees, it’s important for new managers to develop their team as a cohesive whole. This means maintaining professional distance at times. Being perceived as a friend may undermine your ability to get the job done.
- You need respect more than you need friendship. Positive relationships are important, but you also need to be listened to and taken seriously. Strike the right balance, forging relationships while maintaining control and delivering the results your own management expects.
The staffing and workforce development experts at PrideStaff Fresno can help you optimize the power of your management team, whether it means sourcing new talent or strengthening your existing players. Read our related posts or contact us today to learn more.