A first-time managers role can be very difficult territory for those that suddenly find themselves in the position. Every new manager can use assistance in the form of coaching or training.
There are many opportunities for misfires and mistakes that rookie managers face. They also have the exact new struggles of suddenly becoming responsible for their work and the work of others.
If you have prior experience such as in project management, this is helpful. However, there is still so many unfamiliar tasks a new manager must learn early in the role. In the spirit of “hindsight is 20/20”, here are ten common ways to avoid mistakes new managers make when they first begin their tenure and how you can avoid them.
- Feel the Need to be a “know it all.”
More than likely, you caught the eye of someone in upper management with your ability in a field. However, now that you have a management position, it is time to place your focus on creating other experts.
Even though you brought many skills to your new role, these are not skills that will always translate directly success. Your job now is to show your employees support in their development and efforts. You need to be their leader in overall activities and not try to be a de facto expert. Spend your time developing experts, not proclaiming to be the expert.
- Show Everyone Who is in Charge
So many times, people in the same position as their co-workers get a promotion and suddenly they feel the need to be sure everyone understands they now have power. So many new managers have an instinct to make people aware that they are in charge. That instinct is wrong in many ways.
Coworkers and other managers understand you have a new position now and that you are their boss. Just like when you were in the same position as them, people are searching for the following:
- Direction
- Guidance
- Help
What they do not want are your authority and assertion. In reality, a drive to have people know you are THE boss is something that will weaken your credibility and authority in your team’s eyes. Do not give in to the temptation of announcing, “Guess what- I am the boss” and place your focus on gaining the trust of the new team members.
- Trying to Change the World Overnight
If you start assuming that the people that came before you did everything wrong, you will find trouble. All that will do is toss your credibility over the bridge. Keep in mind; it was your team members that had their hands in the success of past approaches and processes. Do not go overboard trying to cut costs in an effort to inflate numbers.
Your ruling on those methods is insulting and even disrespectful to them. Rather than focusing on the things you feel are wrong, work with your new team with finding the areas that they want to change. By doing so, you are helping them perform their jobs more efficiently and effectively.
- Acquire a Fear of Making Changes
Here is where you have a manager that is just the opposite of the one above. When a new manager has the misguided drive to makes changes in everything, it is just as bad to be the opposite and afraid to make any changes.
This type of manager walks around on eggshells around his or her new team members. The manager is typically over concerned that making changes that will ruffle some feathers.
Hold yourself accountable to making prompt decisions. Engage with your team members to find areas for improvement and offer support for their ideas.
- Fail to Get to Know Their Team Members
When you are new, it is vital that you establish trust with your members quickly. The only way you can carry out this is to spend time with them individually. Sit and talk with each member and have them recommend changes and listen to their ideas.
When the chance arises, empower, and support them to make these changes. When it is right, talk with them about their desired next steps and career aspiration and develop a plan to aid them in reaching their long-range goals.
Pay close attention to your team members and they will reciprocate by paying positive attention to you.
- Fail to Involve Their Boss in Their Work
If you believe that your direct boss promoted you to get the job done while not bothering him or her with daily issues, you are wrong. The truth is, your boss is a vital stakeholder in how you succeed and wants the opportunity to coach and support you.
Instead of showing your abilities to perform independently, be sure to keep your direct boss acquainted at the right level. However, it should be up to you to assess what that level should be. Some bosses prefer to engage only when you need his or her help doing a specific problem.
Be sure to discuss what it is your boss wants as far as involvement with your work and deliver so.
- Avoids Dealing with Disgruntled and Problem Employees
Avoiding trouble by not dealing with problem employees is an issue with most new managers. There are times when a new manager has no training in how to offer constructive feedback. People such as this are overly afraid that directing constructive criticism will turn their team members against him or her.
Remember, everyone has his or her eyes on the new manager. They all want to see if he or she will take care of the problem people that cause challenges for the team. Ignoring the issues weakens the manager’s credibility. In contrast, handling them in a professional, prompt manner aids in strengthening the reliability of the new manager.
- Are too Afraid to Show They Are Human
People in management positions tend to falsely feel that if they show a sign of weakness, it will weaken their authority. The trust is, your team members are searching for signs that prove you are true as a leader.
Do not hide or avoid your mistakes. Admit to them up front and apply them as stepping stones. Displaying your humility will gain support as your role as manager.
- Forget to Protect Their Team
Nothing gathers credibility and support than trust earned by guaranteeing your team members are safe. There are multiple opportunities for a manager to protect their team members from unwelcome distractions and the political scheming of other groups.
When your team members know you have their back, they will be the most reliable asset of your job. They will always rally around you as a manager, and you will need that.
- Flop at Adhering to the Coach’s Credo
When things are going well, it is because of your team. When things go really bad, you, as a manager failed. Stick to this credo and scoring with your squad for credibility is what will make them soar.
The essential point is many new managers make one or more of the mistakes discussed above. Moreover, you cannot learn to be a good, reliable manager from a blog or book. You can increase important context for what the things are you need to avoid, and you should do.
To avoid mistakes, new managers make it is also vital to always remember that forewarned is forearmed.
If you enjoyed this post, please leave us a comment below. If you have other suggestions to help others with significant steps to take as a new manager, please share them as well.
