10 Mistakes To Avoid As A Manager

Managers make mistakes. Mistakes are there to show you that you are learning. Thomas Edison, the most prolific inventor of his time, claimed that one had to make 10,000 mistakes before finding a solution. This article lists the ten traps that managers, experienced or not, can fall into.

1. NOT MAKING THE TRANSITION FROM TECHNICIAN TO MANAGER

As a technician, you have a task and you just do it. Even if you work as a team or in close collaboration with other employees, you are only responsible for yourself.

Did you achieve your goals? Did you do your job properly? Did you arrive at the office on time?

When you become a manager, everything changes. Suddenly, you are responsible for the results of a whole group of people.

Did your employees achieve their goals? Did your employees do their job properly? Did your employees arrive at the office on time?

To become a manager, you must develop new skills, which have to do with managing people. The most talented technicians can turn out to be poor managers if they do not negotiate the transition between these two different professions well.

2. NOT DELEGATING

Despite constant efforts by managers to prove otherwise, you can’t do it all yourself. And even if you could, it wouldn’t be the best way for you to use your time and talent. You may be the best statistician in the world, but today you are the manager of a team of statisticians and your job has changed.

Your role is no longer to do statistical analysis, but to manage a group of employees and develop their skills. When you delegate tasks to your employees, you multiply the amount of work you can do. A project that seems very heavy at first glance is quite manageable once you divide it among twelve employees.

In addition, by delegating tasks, you give your employees the opportunity to develop their skills. When you have a new task to complete, ask yourself if one of your employees can take it on.

3. NOT SETTING GOALS FOR YOUR EMPLOYEES

A society without goals is like a ship without a rudder . Performance starts with setting clear goals. If you don’t set targets for your employees, they won’t have any challenges and will gradually lose their motivation until they show up at the office only to collect their salary. Moreover, the company will have no orientation.

Employees must have a vision of who they want to be in the future. As a manager, you need to set realistic and achievable goals with them that will guide them in their efforts to achieve the company’s vision. Don’t leave them in the dark. Help them help you and your company by setting goals for them and supporting them in their progress toward those goals.

4. NOT COMMUNICATING

Most of the time, it’s a miracle that anyone knows what’s really going on in society. Information is power. Some managers use and control it to remain the most informed and therefore most valuable people in the company. Others dread meetings and naturally avoid communicating with their employees.

Still others feel they are simply too busy. They make no effort to update their employees on a regular basis, preferring to focus on tasks they deem more important. The dissemination of information at all levels of the company, in other words communication, is essential to the health of the company – especially in times of change (ie at all times).

Employees must be informed so that they can make the best decisions quickly and without the approval of their superiors.

5. NOT LEARNING

Most managers are used to success. They have also learned a lot to achieve this success. It is for this reason that they were promoted to the position of manager while they were still in the ranks of the technicians. And yet, as soon as they take on this new function, they catch a terrible disease – rigidity – and absolutely want things to be done their way.

They look for the best way to achieve their goals, find it, and develop processes and policies that institutionalize their approach. This method is effective as long as the environment of the company does not change. But in times of change, if managers don’t change course – if they don’t learn – society suffers.

This is especially difficult for managers who have found success working a certain way. But when the economic environment changes, they too must change to adapt. They must constantly learn, experiment and try new methods or they will face extinction – like the Tyrannosaurus Rex from Jurassic Park !

6. RESIST CHANGE

If you think you can stop the change, you are making up your mind. You can just as well put yourself in the path of a cyclone to try to deflect its trajectory. Good luck !

You have to admit that the world is changing, whether you like it or not. Focus your efforts on what can improve the way you work. Learn to adapt to change so you can use it to your advantage instead of fighting it.

Instead of reacting to changes after they happen, be proactive and anticipate them before they affect your company. It is not by ignoring the need for change that this need will disappear. 

7. NOT SPENDING TIME WITH YOUR EMPLOYEES

For some employees, you are a resource. For others, you are a trusted partner. Still others see you as their mentor or coach. But they all have one thing in common: they need your time to guide them through their careers.

Management is a people business. You must be available for your employees. Some may need your support more than others. It is important that you assess everyone’s needs and respond appropriately. While some of your employees have a lot of experience and require little supervision from you, others need near-constant attention, especially if they have a new task to perform.

When an employee needs to talk, be available. Put your work aside for a moment, ignore your phone and give your employee your full attention. By concentrating in this way, you show him your interest and you give yourself the means to really listen to him.

8. NOT EXPRESSING YOUR APPRECIATION TO YOUR EMPLOYEES

In this time of constant change, downsizing and uncertainty for employees, it is essential that you know how to express your appreciation to your employees for the work they do.

Most managers have developed a formal reward system, but they don’t take the time to personally express their recognition. In addition to raises and bonuses, which are becoming increasingly rare, you can make a gesture that takes little time and costs practically nothing.

In fact, the most popular rewards – written, personally worded thank yous – are free. Always take a minute or two to express your appreciation – it will only increase the morale, performance and loyalty of your employees.

9. TAKE THE EASY WAY OUT

Managers make it their personal goal to resolve issues as quickly as possible . They are drawn to challenges (and top-floor offices!). Unfortunately, this zeal prevents them from taking the time to seek lasting solutions to society’s problems.

Instead of diagnosing cancer and initiating treatment, most managers limit themselves to treating the symptoms. Although it’s not as rewarding at first, you have to take the whole system into account and find the source of the problem instead of just making a fix. A solution must have a lasting effect, otherwise it is not a real solution.

10.  TAKING YOURSELF TOO SERIOUSLY

Yes, management is serious business. If you doubt this, ask yourself what would happen if you significantly exceeded your budget and caused a large deficit that would put your company out of business.

Despite or rather because of the heavy responsibilities that weigh on your shoulders, you must maintain a certain sense of humor and create a pleasant environment both for you and for the employees.

Invite your employees over for a bite to eat in your office, to accompany you to the local brewery or to have a barbecue at your house. Surprise them by offering them an original tie as a reward. Joke with them. Be playful.