As a manager success doesn't just depend on the job, but on what other people, the team, achieve. In this case, managing human resources is not an easy matter because everyone has a different nature and work style.
Many managers may not receive management training. The lack of such training can also lead to a lack of team members' loyalty to the manager and the company. So, let's take a look at some of the most common mistakes managers make and how to fix them:
1. Too curious about job details
Studies show that employees are happier when they have autonomy over their work. Therefore, after you assign tasks to team members, as long as employees are willing and able to do the work, then give full trust to team members. Focus that the team is carrying out its responsibilities and doing tasks that are in line with company goals.
2. Too quick to know
While it's important to check the team's work, allow time for each process. If necessary, you can discuss and offer assistance. Through these chats you will build a relationship and trust with the team. Also make sure that you listen more than you talk.
3. Avoiding difficult chats and decisions
You should not let the problem drag on. No matter how hard you avoid topics that are difficult to talk about, the moment will come. Therefore, you should not avoid it because the longer the problem is left, it can affect the team's performance.
Also, you shouldn't waver on difficult decisions or even agree to things just to avoid confrontation. The decisions made will affect the workload of the team so you must be wise with what you promise to others.
4. Don't trust team members
Studies show that when employees feel trusted by managers, they feel happier. In addition, employees will give more effort at work. That's why it's important to put trust in team members first.
You can schedule a meeting with team members and ask about professional career goals. Both the skills to be acquired as well as the tasks or activities that can be given to help improve the skills or experience.
This meeting can also be a forum for company transparency to employees. Openness about the company's goals and challenges will make employees understand the roles, responsibilities, and contributions that can be made for the progress of the company.
5. Too often refers to “I” instead of “We”
Good managers know that without teamwork, there can be no successful managers. Even though it seems simple, the use of language is very important for managers. When working, a leader is advised to always involve the team.
The simplest thing can be shown by not referring to himself as "I," but "we" when speaking in front of the team. Choosing this language can help create a sense of community and the team's trust in you.
6. Talk more and listen less
As important as paying attention to language use is, you should also pay attention to how you communicate with the team as a whole. If you talk more than listen this will backfire.
To avoid this, you should focus on listening to the needs and concerns of team members, and other stakeholders. By doing this you can improve communication, and team trust.
In the end, keep in mind that anyone can make mistakes, including a manager. When you do, don't be discouraged. It is part of a process. Being a good manager doesn't mean you have to be perfect all the time, but you have to keep learning and accommodate the needs of the team.
Being a manager (leader) is not an easy responsibility. In order to be able to become successful leaders, the First Line Leadership program can help them to gain the provision and knowledge and skills needed as an effective and good leader.
As a manager success doesn't just depend on the job, but on what other people, the team, achieve. In this case, managing human resources is not an easy matter because everyone has a different nature and work style.
Many managers may not receive management training. The lack of such training can also lead to a lack of team members' loyalty to the manager and the company. So, let's take a look at some of the most common mistakes managers make and how to fix them:
1. Too curious about job details
Studies show that employees are happier when they have autonomy over their work. Therefore, after you assign tasks to team members, as long as employees are willing and able to do the work, then give full trust to team members. Focus that the team is carrying out its responsibilities and doing tasks that are in line with company goals.
2. Too quick to know
While it's important to check the team's work, allow time for each process. If necessary, you can discuss and offer assistance. Through these chats you will build a relationship and trust with the team. Also make sure that you listen more than you talk.
3. Avoiding difficult chats and decisions
You should not let the problem drag on. No matter how hard you avoid topics that are difficult to talk about, the moment will come. Therefore, you should not avoid it because the longer the problem is left, it can affect the team's performance.
Also, you shouldn't waver on difficult decisions or even agree to things just to avoid confrontation. The decisions made will affect the workload of the team so you must be wise with what you promise to others.
4. Don't trust team members
Studies show that when employees feel trusted by managers, they feel happier. In addition, employees will give more effort at work. That's why it's important to put trust in team members first.
You can schedule a meeting with team members and ask about professional career goals. Both the skills to be acquired as well as the tasks or activities that can be given to help improve the skills or experience.
This meeting can also be a forum for company transparency to employees. Openness about the company's goals and challenges will make employees understand the roles, responsibilities, and contributions that can be made for the progress of the company.
5. Too often refers to “I” instead of “We”
Good managers know that without teamwork, there can be no successful managers. Even though it seems simple, the use of language is very important for managers. When working, a leader is advised to always involve the team.
The simplest thing can be shown by not referring to himself as "I," but "we" when speaking in front of the team. Choosing this language can help create a sense of community and the team's trust in you.
6. Talk more and listen less
As important as paying attention to language use is, you should also pay attention to how you communicate with the team as a whole. If you talk more than listen this will backfire.
To avoid this, you should focus on listening to the needs and concerns of team members, and other stakeholders. By doing this you can improve communication, and team trust.
In the end, keep in mind that anyone can make mistakes, including a manager. When you do, don't be discouraged. It is part of a process. Being a good manager doesn't mean you have to be perfect all the time, but you have to keep learning and accommodate the needs of the team.
Being a manager (leader) is not an easy responsibility. In order to be able to become successful leaders, the First Line Leadership program can help them to gain the provision and knowledge and skills needed as an effective and good leader.
