From the article: Top 10 New Manager Mistakes
Do you think this list of the Top 10 Mistakes Managers Make includes everything? Or is there something missing? If you think the list should include something not already in the Top 10 List add your 11th here. Add A Different Mistake
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- Never listen to your boss when they are drunk!!!!! Much better to have a work based conversation when they are SOBER)
- —Guest lou
11th mistake
- Make it sure that you are an honest person. Others should know that an honest person in charge wouldn't tolerate dishonesty either its in the form commission or its in the form of avoiding duty hours.
- —Guest M N A Awan
Head Managing Consultant
- Expect cooperation from ALL employee as you carry a Magic Stick to solve inherited problems
- —Guest Dr.M.Sami ElKhatib
Keep it real
- Talk to each employee. Introduce yourself.show that you respect them. Do not talk down to staff. Accept that some people really do a good job. Accept that even managers can learn something from subordinates.we all need each other. No big I's or little U's .
- —Guest Muata
ASK FOR HELP
- Most people in new manager roles do not know when, how and why they need to ask for help. Fear that it might destroy creditabilty or show a weakness. Find resources that want to help and ask for help.
- —Guest rick
investing little time in people developm
- the most important time the manager has , is the time you will have in developping your people
- —Guest wafeksoliman
New Managers Mistake
- 1. They don't delegate thinking that they can do everything in their won capacity. 2. Don't accept subordinate opinion because they believe themselves than any other person in the company. 3. They don't accept their mistake rather they like blaming their subordinate when things go wrong. Daniel Nii Saka Addo, CEO, D-R Legacy Consult, Ghana
- —Guest Daniel
Know what your boss expects
- When coming to a new workplace, be cautious of ambiguous "it's your staff, let's go" attitudes from above. Even if you're well familiar with the efficient workflow of the type of job, you must balance your time between observing how tasks are performed, learning where efficiencies can be implemented and what your boss actually expects. If you don't have a clear understanding of that, you're in trouble from the start. Meet with your superior weekly, provide progress reports and confirm that you're still on course. Nothing worse than obfuscations from above torpedoing your progress.
- —Guest Marshal Dillon
Be who you need to be
- The most important rule for new managers is to be flexible, but to operate within boundaries. Obviously, boundaries such as company policy and law need to be adhered to. However, as a manager you need to position yourself to be exactly who you need to be, where you need to be, when you need to be there. By mastering the ability to be simultaneously sympathetic and firm, and by mastering your ability to simultaneously praise progress while acknowledging that there is much more work to be done, you will gain the confidence of your employees. By interacting with each in a way that is favorable to them, you will coax more performance and discretionary effort out of them. By showing that you are a collaborator and a commander, you will deliver a higher quality output to more customers and gain a reputation among your peers and superiors as a person who gets things done.
- —Guest Jim
Over bearing
- Take full ownership of your new duties, the good with the bad. If you're mistaken don't make your worker pay the price. Many workers will remember this and sink you for it at the worst time! ie: sabotage an important account, lose time critical papers or worse( I've done this one) get a temp restraining order against you.
- —Guest Thomas the smith
Partiality towards an employee or few
- Managers need to give equal opportunity to all employees. Showering special interest towards one or more does neither earn any respect to the manager nor result in higher productivity. Disrespecting and not treating all team members equally could lead to bigger problems with the team and could lead to losing the team members entirely. After all no employee is at the mercy of any employer/manager today.
- —Guest Skeets
Align your self too soon.
- Aligning yourself with people in your new department prematurely can cause you to chose wrongly. Settling in slowly, observing the players, and understanding where the unofficial pockets of power are is important to your being accepted by your new staff. Aligning yourself with a secret bully or office gossip will hurt your reputation and the assumption will be that you have poor judgment,
- —Guest Question #12
Disrespect the history of the department
- Showing disregard for the history of your new department can be perceived as disrespectful to the former manager. When you are not aware of the regard others had for him/her and do not honor them you can sabotage your own credibility.
- —Guest Question #11
Supply Chain Manager
- CHANGES TAKE TIME, PATIENCE IS IMPORTANT Improvements are usually a result of a change or improvement. Often managers get targets and need to react quickly to get results. Talk about the targets with employees, actions that are necessary and ask what they think they can do to meet the target. Then be patient, there is nothing worse than a manager breathing down your neck every day to see how it's improving when it is a long process. Managers should also learn to manage those expectations with their managers to set the proper pace for success.
- —Guest S Chalmers
Ignore the "little things"
- "Little" or "small" things, when added together become big things. When an employee comes to you with something "small", chances are its not small to them. And, chances are if it is "small" it won't take much effort on your part to solve the issue, so deal with it immediately or asap. Your staff will see you care about them, their motivation to work for you will be solid, and I bet the organisation benefits also.
- —Guest Lance
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