Top 10 Mistakes in Managing People
FEBRUARY 04,2019 | MANAGEMENT | By SARA KELLY
In order for staff and an entire organisation to succeed, there needs to be competent managers around the team - to provide support. Managers will have the technical ability to deliver upon set targets and meet budget. But managers should also have the people skills to manage different personalities and help bring about healthy team chemistry.
One of the most common reason for staff resigning from their roles, is they dislike their manager and have a poor relationship with them. This is a sign that the relationship between employee and manager needs to be worked on each day and building trust is the most import aspect of the relationship. Without trust, your staff will fail to see your vision and perform for themselves and not the team.
The best performing organisations and managers constantly reflect and review their behaviour and management style by gaining feedback from their team. A good manager works tirelessly on improving their weak points, not only of the organisation but of themselves.
To get you going on the right track, here are 10 mistakes you should avoid:
Ensure you take the time to get to know your team and their hobbies, interests, and perhaps even provide a mentoring role in their professional careers.
Understand your organization's vision and values and ensure your staff are aligned to your vision.
Build trust by listening to your team and providing them with clear objectives.
Listen carefully to the feedback staff are providing to you and be actively engaging. This will show you truly care to your employee’s opinions.
Before you make decisions that will affect the team, ask for different opinions and feedback that will help satisfy the majority of your group of staff.
Be active in addressing key issues and reviewing solutions to resolve the issues. If they are not acted upon swiftly, it could mean your staff cannot realise their full potential in the role.
Use the necessary tools to communicate with your staff about changes or topics surrounding your business. They might be small catch ups but it will show you truly care and want to improve the workplace.
Position or rank in your business should not affect how you treat your staff. You should never favour one person over the other, or compare one to another.
As a manager, you should take full responsibility for your staff performance. Motivate your staff by providing support.
This is similar to favouritism. It can lead to a mix of professional and business relationships whereby gossip is unhealthy for business growth.
As a manager, it is best to understand who your employees are and acknowledge that they provide much more than numbers to your business. Invest quality time with your staff to ensure they are on the same page and engaged in their work.
By treating your employees with the utmost respect, this, in turn, will funnel down to your customers who will appreciate the high level of customer service and knowledge from the staff.
Whether you’ve just been promoted to a managerial position or looking to fine-tune your management skills, you can become a valuable asset to your team and build healthy and lasting relationships.
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