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3 Mistakes Inexperienced Managers Commonly Make

Management can be tricky, particularly for managers with little experience. However, when stepping into a management role, mistakes are inevitable. Rather than letting these overwhelm you, consider them opportunities to learn, develop and grow.

Each manager will have their own unique style, but there are common pitfalls that have the potential to undermine your role as a manager. Avoid these to ensure the continued smooth running of your organisation.

1. Not Setting Clear Expectations

Every manager has their own way of doing things, likes and pet hates. Every manager needs to be clear on their way of working, whether it’s with a single direct report or a team. Most new managers know they have to set goals and KPI’s. What they often miss is the setting of expectations. Without it, there is almost certainly going to be trouble.

Goals are obvious. Expectations less so. They are often around things like attitude, discretionary effort, ownership, work ethic. The elements that ensure people reach their goals.

A new manager may not know immediately what their expectations are, so it’s important to stop and think. A guideline would be to think about the following:

  1. Time keeping – for getting into the office, breaks and meetings. These can niggle and it’s always best to set the expectation early
  2. Delivery against commitments – specifically when people need to know about delays
  3. Attention to detail – explain how crucial this is (this may vary)
  4. Availability – how a manager wants to keep themselves available
  5. Showing initiative – where a manager is looking for and needs people to raise ideas and have their own initiative.

This is a two way exchange, as both sides can provide expectations for each other. Doing this early can prevent issues down the track.

2. Forgetting to Provide Feedback

A manager’s role is to guide people through effective feedback. If you don’t provide regular feedback, it won’t surprise you to see evidence of inefficiency.
Give your team honest feedback to help them see areas for improvement, overcome challenges and nurture their talent.

Criticism has always been a difficult area. Many managers fear negative feedback will demotivate their employees or cause resentment. New managers are reluctant to get on the wrong side of their people and behave as boss.

Trying to please everyone is a certain recipe for failure. The trick is to give negative feedback in a constructive way to ensure employees find in it the opportunity to learn and improve.

2. Forgetting to Provide Feedback

The competence of your people is your greatest asset. As a manager, you need to play to people’s strengths to build a strong team. Create a team with complementary skills and competencies to get the most out of every aspect of your human resources.

Don’t forget – management is a learning process. It is not about perfection. It’s about effectiveness. Adjust your practices to avoid these common pitfalls and you’ll be on the right path.

Our management development programs are designed to help you pinpoint what works best for your team so you can drive your organisation – and your team – towards continued success.

Contact us at here > to find out more.