Loopline Blog
 
 
 

The 3 most common mistakes managers make

Posted by Jessica LaFave on October 26, 2016

Management isn’t easy, especially in the face of a generally quickly evolving workplace culture. None the less, there is some degree of consistency in the type of mistakes unexperienced managers tend to make. From a perspective of leadership coaching, we're especially interested in mentioning the following three points as these mistakes are made most frequently.

splash.jpg

Not being transparent

Managers have the task of breaking down a larger vision into smaller components that can be delegated amongst a team. A common mistake is the belief that the team only needs to be aware of what they are personally responsible for.

Not informing the entire team of the direction you’re moving in as a collective, and why certain decisions are made on a mangement level is a sure way to get everyone to move in different directions. Teams and organizations suffer tremendously from this lack of transparency- so be transparent, and allow all members of your team to understand why certain decisions are made.

Not communicating

This mistake of course relates to the first point, but specifically it refers to not taking the time to communicate with your team members on a one-on-one individual basis. Generation Y who makes up the majority of our workforce wants frequent and consistent feedback. The opportunity to develop is one of the primary reasons they choose to stay at a company, and losing your top talent is expensive and disruptive for your organization. So schedule opportunities to discuss progress- often and consistently! If you need help staying on top of feedback notes and meeting times, services like loopline can make the entire process easier and more engaging. Check out our Academy for tips on integrating feedback into your organization.

Managing, and not leading

And finally, the biggest mistake you can make as a manager- is focusing on becoming a manager and not a leader. There’s a slight difference that distinguishes the two. The manager commands and controls. A leader empowers others enough to see that there are opportunties for their own personal and professional growth in whatever challenges your organization as a whole may face- which is ultimately the most motivating reason to be engaged. If personal motivation exists, less control is needed and more “growth” is made possible- for each individual as well as the entire department or company.

Topics: Management & Leadership

< Previous Post | Next Post >

You may also like...

Leadership in the Era of Digital Transformation

Read more >

How Employee Development Software Will Help You Engage Generation Y

Read more >

How An Effective Performance Management System Can Retain Top Talent

View our infographic >

New!

The loopline Academy

HR Experts, Managers or Employees - Here you'll find the answers to your feedback questions

Go to Academy

 

Welcome!

Why do people subscribe to this blog?

We believe every development starts with constructive feedback and we post about HR and leadership. Readers come here for useful how-to's, can't-miss tips and strategies. News about Loopline Systems will be posted here too.

Recent Posts