Common mistakes managers make at work
Any organisation is incomplete without the inputs, skills, and management done by a manager. A skilled manager is a firm’s biggest asset. They hold the power to manage their team and the firm’s employees and thus, manage to fulfill the organisational goals. It is the manager’s management skills that help a firm attain its goals and smooths out its normal day-to-day functioning. They have the biggest job and their biggest key role is at maintaining a conversation in sync with the upper authorities and the other employees and handling multiple clients for the firm and bringing out the best output forward.
But not every manager is ideal. A good manager is one with their fair share of mistakes and errors and the learning they take from that situation. Every manager’s path to development and success includes making such mistakes. With managers being a primal role in any firm, their errors and mistakes can also put them in a tight spot and put the image of the organization at stake.
Fortunately, other people’s experiences can always help you learn and grow. In today’s Achal Chaurasia news we will discuss some of the most common mistakes made by managers at a firm, as well as the steps you can take to avoid making the same mistakes.
Not defining expectations and goals
With so many employees working under your team, it can become chaotic to manage each one of them if their job roles aren’t particularly specified. Many differences may arise and result in poor productivity which will then affect the efficiency of meeting the organisation’s goals. Therefore, to stay away from such corporate calamities, it is important to specifically assign tasks and brief out the goals to your team properly. Prioritise setting goals and deliverables that are to be met in a particular time frame so that all ends are met and everyone can work in sync to meet the desired results. To keep employees focused and committed, you can also post your vision, mission, and core values somewhere that are always visible.
Not Delegating Responsibilities
Many times a manager may hesitate in delegating their work as they might feel they are the only ones who can do their job right. They tend to stick with what’s conventional because it’s what they’re used to, whether it’s a process, technology, or system. Sadly, this prevents them from performing more significant tasks that could accelerate the company’s expansion. But that should not be the case. A manager should never be scared of delegating his/her work but instead, guide subordinates into bringing results that would match or surpass the expected outcome. Delegating would not only make your workload less but will also give a new scope of growth to your team members as they would get to learn something new and hence, expand the efficiency of your team into bringing better and more effective results. You can hold training sessions to guide your subordinates on the do’s and don’ts of the assigned job and help them out wherever necessary.
Micromanaging is another word for completing work with no creativity or interest. When the team member or employee is being constantly monitored on how much work they have finished on an everyday basis (or in some cases hourly basis) it leaves the employee in a much pressured and accountable position. Work doesn’t feel fun anymore and there is little to no scope for productivity with creativity which can bring the best result forward. Managers should be more open to letting a free flow of communication and not binding their team members with work. Instead, what you can do is assign tasks to them and guide them wherever needed. When provided with specific work standards to adhere to, the employees would themselves accept their responsibility and bring the best results forward.
Not open to change
Comfort is relaxing but does not support growth. To grow every manager needs to get out of their comfort and experiment with new business operations to make things more effective and efficient. Sticking to previous modes of technology, paperwork, or mindset might leave you stranded in the past and not move ahead with the present. If you won’t change with the changing times, your employees too will be resistant to change and the organisation’s goals would only be met to a certain level. As a manager, you need to be open to newness, fresh ideas, developments, and innovations. You can perform everyday research and analyse your company’s performance accordingly and make certain improvements.
Poor communication and appreciation
Imagine if you are a manager who is approachable and is not attentive to his/her employee’s problems. Not only do your employees feel distant from you, but your fewer efforts to show appreciation towards them also leave them less motivated. As a manager, it is your duty to hold your team as a family and be an ear to each and everyone’s problems especially if they are related to the job. Communication is key to better performance, therefore if your employee’s issues are heard out, they will have a clear vision of attaining your guidance and would be able to work more efficiently. An appraisal is another important and huge factor in keeping your team members motivated and thus, better performance and productivity.
Hope this Adesh Chaurasia’s blog was helpful in understanding the importance of managers in a firm and how their errors and mistakes can hinder the entire performance of the organisation.
Also, read- Some Employee Incentive Programs to Engage Your Team
Author- Achal Chaurasia
A young businessman who has been in the line of entrepreneurship for quite a few years. He is an active learner and loves to know more about new technological developments CG up as well as how they can be put to great use to yield better results for the society.