Elli Bishop is the community manager for BusinessBee , a place for business owners and managers to discover and compare different business service providers. This article originally appeared on the blog 15Five.
Do you remember when you were hired as manager and was promoted from within? Maybe you founded your first company and had to lead and support a team for the first time. Just think of those days could be a bit uncomfortable.
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The transition to a management role can be a bumpy ride, and many new managers struggling with the same problems - lack of communication, vs delegation do, and reports of the scale. Nobody gets everything right from the start.
Although errors often offer excellent learning opportunities, with some guidance will save you from being overwhelmed or embarrassed in your new role. 9 anticipate these common struggles and you can enjoy all the performance of the management of people without agitation.
1. Not recognizing individual achievement
Teamwork is essential in the workplace, and it is important to congratulate your team to achieve objectives successfully delivering on a tight deadline. It is equally important to recognize individual achievements and efforts.
Let every employee know when they make valuable contributions, and recognize that they are becoming better versions of themselves.
2. Do not be flexible
Adhering to a set of rules and archaic processes, such as insisting everyone is at 8 am or prohibiting employees from working remotely, creating a rigid and kills the environment energy and vitality necessary for an organization to succeed.
This does not mean you have to implement an "everything goes" policy. Create an atmosphere and policies that allow your employees to complete their work in their own individual ways, and find a happier team more productive.
3. To make possible to work remotely
Remote working is becoming more common, especially in the world of tech startup. Many of these companies encourage / play-hard culture, hard work with mixed teams (some employees working in the office and some remote work). Companies like Stella and Dot and AWeber have fun and vibrant cultures while allowing employees to work efficiently outside the office.
The remote access, video chat, and a variety of messaging applications are changing the face of business. You can satisfy the desires of your employees for work-life balance by using technology to provide flexible work arrangements.
For example, research by HighSpeedInternet shows a clear correlation between happiness and internet access people have in their homes. Reliable connectivity allows workers in states like Minnesota and North Dakota to enjoy innovative employment conditions that give them the opportunity to enjoy a rural lifestyle without sacrificing interesting opportunities, better paid .
4. Being too distant
So you do not want to be too hands on, another mistake a new manager can do is too hands-off. When employees are given the space and autonomy, they naturally accessing their greater creativity. But you can not give them direction and then disappear.
Ask employees questions on a regular basis. Other benefits of this ensures that they are aligned with the business goals. Holding 1-on-1 and team meetings to deepen the challenges and misalignments. Not only does it help to develop sound industrial relations, it also allows you to guide your employees in the right direction and correct communication errors early on.
5. Do not accept feedback
New or young professionals may feel safe in their newly acquired position. When this happens, it is easy to become defensive or feel threatened when the return comes your way.
Feedback higher and your direct reports provides a valuable opportunity to learn and grow. It can also provide new knowledge of frontline employees who are more in tune with customer needs.
6. Not having to know the people
Many new managers fail to look beyond the job title of an employee. Once you know more about your team on an individual basis, you can make appropriate assignments based on the unique personalities, goals, and history of each person.
use of the talents of each employee by offering them the opportunity to work in their engineering area, then watch them prosper.
7. Failing to define objectives and strategies
If you find yourself becoming frustrated with the lack of direction or achievements of your employees, back and take a look at your own communication. Have you clearly defined your project or department goals and strategies? If not, the failure of your goals is probably the result of poor education.
Be simple and clear in your communications to keep confusion to a minimum.
8. No delegate work
A ministry or success (or lack thereof) of the organization is often seen as a reflection of its management. For this reason, new managers often make the mistake of taking everything on themselves.
This refers to confidence. You either trust your employees to do their jobs or do not, and the management of their tasks because you think your way is better told them not to trust them. Be confident in the capabilities of your employees, and then allow them to do the jobs they were hired to do.
9 . Holders of accounts people
In any professional organization, there are duties and objectives that must be met for the good of society. But hold people accountable are not your responsibility. Making objectives for each audience so that the team can hold each other accountable.
Do not be afraid to keep the bar high. Be clear in your expectations, provide honest feedback, and encourage everyone to do the same.
These classic new error handler must not be a rite of passage. You can avoid them by adopting the right values and their implementation in the workplace.
By trusting your employees and offering them autonomy and encouragement, you can simultaneously make smart business decisions and create an environment that allows your employees and your business thrive.
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