Management can be a challenging area for both new and experienced managers alike. With this in mind, Professional Academy has looked into the most common mistakes, in the hope of helping aspiring and current managers avoid these common pitfalls in the future.
Being Afraid to React
In a professional training academy, managers are often heard being told that a mistake has been made by a member of their team. Instead of reacting there and then, some leave these mistakes to be discussed at the next performance review. This may seem like an alternative to micro-management, but it can hurt a business. For example, if a sales team member has made a costly error, potential customers off the team may simply move on. It is worth acting promptly to highlight the issue and address it in the least intrusive way possible.
Reacting to Problems and Not Planning for the Future
Spending all day reacting to the day-to-day issues of a business can cause that business to stagnate. While it is important not to be afraid to fix problems as they arise, a manager should not be afraid to take a step back from the business, sit down and consider strategies for the future. There is no shame in the most open, honest manager closing the door to plan or even working off site for the afternoon to look at where the business or team is heading. The focus should be on changing and developing for the future.
Failing to Listen to the Team
When it comes to planning and creating strategy, it is important to acknowledge the thoughts and ideas of the team. Some of the best ideas in the world have come from the workforce. A team is the one who deals directly with customers on a daily basis, so they are constantly gathering feedback, and some may even be implementing ways to make day-to-day life easier for the business, stronger without even realising it. Embracing these ideas may be able to be rolled out across the whole business and could help propel a business into the future.
Not Respecting the Team
It may be a difficult truth, but respect is earned and cannot be demanded. It starts in the simplest place: by knowing and respecting the team. If a manager talks to someone like a child, they will act like a child, so knowing the approach that works best for each team member is essential. Some will need to be given a strong kick up the backside once in a while, while some will need confidence boosting; some may want to be left alone to get on, and some may need to be reminded of their job role every so often. It is important that all employees are different and must be treated as such. This individual approach earns a manager respect and will help keep the team moving forward.
Not Delegating
The most common mistakes for managers are usually focused around delegation: either a manager is delegating too much or not enough. A manager who fails to delegate will become overloaded and fail to move the business forward. A manager who over-delegates with no explanation as to why could lose the respect of their team. The key rules to live by as a manager when it comes to delegating are:
- Only ask someone to do something a manager would be happy to do themselves if they had the time.
- Only delegate a task to someone who is happy to take on the task.
- Only delegate to someone capable of completing a task to a level they would be happy with themselves.
Misunderstanding Motivation
Managers sometimes forget that motivation is not just about cash incentives. Each team member can be motivated by different things, from training to responsibility, and internal promotion to the standard monetary incentive. Knowing what motivates a team means a manager can help them get the best out of them, and there is no blanket solution but knowing the right combination to bring the best out of the team, which will really drive results for a business.
Failing to Explain or Set Goals
A team, business or individual without a goal can become aimless, unmotivated, and its performance will be difficult if not impossible to track. A team should not only be aware of their own goals personally, but as a collective, and also the businesses goals and philosophy. An understanding of how individual goals form part of the company's goals will help to consolidate a team towards a common goal. If everyone is working together, the goal will become easier to achieve, and more celebrated across the team when it has been achieved or surpassed.
Taking It All Too Seriously
Just because a person is a manager does not mean they have to lock away their sense of humour. There is nothing wrong with letting hair down once in a while, sharing a joke, and having a drink with the team every now and then. It is important for a team to know they are working with a human being and not a robot. Humanising a manager helps the team relate to them.
Not Understanding What It Means to Be a Manager
Managers, new and old, often get this wrong, which is why the previous mistakes occur. Managers are often thrown in at the deep end when they start their first management role with no training and really no sense of what being a manager actually means. As one commentator observed when writing for Forbes in 2012, becoming a manager is a little like being handed the keys to a car and told to drive: many people who have first learned to manage have simply blundered their way through it, finding the experience trying and far from straightforward. It is a reminder that management is a skill that must be learned and developed, not assumed.
How Professional Academy Supports Your Journey
Recognising these common mistakes is the first step; developing the skills to avoid them is the next. Professional Academy has over 27 years of experience helping managers build the leadership qualities needed to lead a team successfully. The CMI management and leadership qualifications provide structured, practical development for both new and experienced managers looking to move their team and business forward. To find out more, explore the CMI management qualifications or speak to the qualification advice team for an informal skills assessment.
