Top 10 Mistakes in Managing People
FEBRUARY 04,2019 | MANAGEMENT | By SARA KELLY
For staff and an entire organisation to succeed, there need to be competent managers around the team - to provide support. Managers will have the technical ability to deliver upon set targets and meet budgets. But managers should also have the people skills to manage different personalities and help bring about healthy team chemistry.
One of the most common reasons staff resign 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 crucial aspect of the relationship. Without trust, your staff will fail to see your vision and perform for themselves, not the team.
The best-performing organisations and managers constantly review their behaviour and management style by gaining feedback from their team. 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 ten mistakes you should avoid:
Ensure you take the time to get to know your team and their hobbies and interests, and perhaps even provide a mentoring role in their professional careers.
Understand your organisation'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 genuinely care about 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 critical issues and reviewing solutions to resolve the issues. If they are not acted upon swiftly, 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 they will show you genuinely 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 or compare one to another.
As a manager, you should take full responsibility for your staff's 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 your employees 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.
Treating your employees with the utmost respect, 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.
Customer Success @RosterElf
RosterElf is built with you in mind. Our online staff scheduling tool handles all your employee scheduling needs.
Get the latest on management tips, tricks and more - straight to your inbox