The worst management mistakes

The role of team manager can be complex. It can sometimes feel like you’re being pushed and pulled in different directions. Your team is your most precious asset, so it’s essential to get it right.
You want to get the most out of them and they want to feel motivated and appreciated. There are many traps to fall into and destructive mistakes that are easily made.
Here are some ways in which you can dodge these avoidable errors, resulting in great management and an efficient, happy team.

1. Not giving feedback

It’s your duty as a manager to ensure your team members know exactly where they stand. This means providing them with regular, actionable feedback. Don’t just do it when they’ve made a mistake or aren’t meeting your standards. Deliver feedback regularly to celebrate the positives while also making them aware of the negatives. This provides them with ample chance to turn it around. A good employee will appreciate this sort of feedback and should improve because of it.

2. Becoming too friendly

Keeping a suitable level of professionalism doesn’t mean you can’t crack a smile or have to stand on the opposite side of the room at the Christmas party. However, if you’re overly familiar and fail to set boundaries, it could backfire. You may find the level of respect start to drop and you could find yourself becoming less of an authority figure. This isn’t a good position to be in as a team manager and could hinder productivity.

3. Poor organisation

If you’re organised, your team should follow suit. Scheduling in time for a weekly team meeting will give them a chance to air any issues and you can discuss important business matters. This will ensure you and your team have time to collect your thoughts and plan for the rest of the week.

4. A Lack of Clarity

Be clear with your team about your expectations and goals. How can they be expected to produce quality work if they’re unsure why they’re being asked to do it? Employees will work harder if they feel part of the solution and aren’t being kept in the dark. It might be a good idea to set some goals and visualise this on the walls in the office as a daily reminder.

5. Not setting an example

Your team may feel bitter and confused if you ask them to act in a certain manner and then don’t practice what you preach. If you’re supposed to be at a meeting and walk in ten minutes late, your team are going to assume this type of behaviour is acceptable.

6. Hesitation to delegate correctly

Logistically, it might make sense to rush through the delegating process. You might think as long as someone is doing the work, does it really matter? You should have a firm grasp on your team members’ individual strengths and weaknesses. If you allocate work outside of these, you may experience a delay in completion and the quality might not be to standard. Ultimately, this will fall back on you.

7. Overwhelming your team

Juggling between lots of different projects may feel as though you are getting the most out of your team. The reality is, they’re more likely to feel overwhelmed and the constant multi-tasking could weaken their focus. Working on a smaller amount of projects at any one time and seeing them through to completion will make your team more driven to deliver quality results.

8. Unrealistic goal setting

Research and calculate how long a project is going to take ahead of time and be realistic. Don’t set stressful, unachievable deadlines because it looks good on paper. Not only will this tire out your staff but it may also mean frustrating the client if you miss the deadline.
This list only scratches the surface of common mistakes made by team managers. You have a lot to consider and it can seem daunting. Just remember your team is on your side and it will take practice to become a well-oiled machine, but when you do, you can reap the rewards as a unit.
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