3 Mistakes That Every New Manager Should Learn From

Nearly every first-time manager is going to make some mistakes. Usually, it’s because overseeing others is new to them. Additionally, they might have received little (if any) training or guidance before starting in their new leadership role.

While having prior experience as a leader – such as heading up a project – can make a difference, that often isn’t enough for new managers to avoid all potential errors. However, that doesn’t mean mistakes can’t be sidestepped, particularly if you know they may occur.

If you are a new manager, here are three mistakes that many freshly minted leaders make and how to avoid them.

1. Change for the Sake of Change

Many new managers feel like they need to make their mark. As a result, they examine every aspect of their team or department with an incredibly critical eye, seeking out fault in every corner. Then, they decide that sweeping changes are the best way to go, even if the team is performing admirably.

While change can be a necessity at times, first-time managers shouldn’t automatically institute changes just because they are in a leadership position. Change for the sake of making a mark usually isn’t beneficial. Instead, it’s viewed as a strange power grab or a way to assert dominance.

Before you make adjustments, talk to your team. Find out what is working and what isn’t. Ask them if there are changes they want to see or what could help them be more productive.

As you identify potential problems, share your thoughts about solutions, and get feedback. Make the process a joint venture between everyone on the team. That way, you can figure out whether adjustments are needed and, if so, how to approach them best.

2. Maintaining Too Much Distance

Some new managers believe they have to distance themselves from their employees. They mistakenly believe that getting to know them on a personal level is in bad form, or that it prevents them from being seen as a strong leader.

In reality, getting to know your team is a smart move. When you sit down with them individually, you can learn more about their goals, motivations, and aspirations. This gives you details that you can use to help empower and guide them. Plus, you can work together to create plans for long-term career success as well as discuss approaches for short-term improvements, boosting morale and productivity.

3. Dodging Problem Employees

It isn’t uncommon for many new managers to have limited, if any, experience dealing with challenging employees. They might not know how to provide constructive criticism, take corrective actions, or document troublesome behaviors. This could lead new managers to try to dodge the problem entirely, hoping the employee will magically improve.

But letting difficult workers create issues on the team is never a good idea. You can’t let these problems linger or go unaddressed. Instead, you need to face them head-on, usually by meeting with the employee in private, delivering constructive criticism, and following company policies regarding documentation and corrective actions. That way, you can improve the quality of your team, creating a better situation for everyone.

If you’d like to learn more about the mistakes many new managers make and how to avoid them, the staff at Apogee Managed Solutions can help. Contact us today and see how our leadership expertise can benefit you.

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