whats are the common mistakes of managers in an industry, especially new ones? Are often not prepared for their duties as they are so utilized to constituting an individual contributor and not accountable for other members. Good management has been enormously studied and is widely interpreted; however, it is still more respected in its breach than in its practice. Most new managers, particularly, obtain it wrong. One of the hardest skills in today’s professional life is working with multiple team members as everybody has different inducements and a different perspective of how work should be performed. As a team manager, your prime responsibility is to engage your team, get the good outcome, make a point every team member aware about their job responsibilities and assure that every team member achieving their timelines. In most situations, executives will blame team managers if something becomes wrong in the project, still if it’s your team’s mistakes. If you don’t carry out responsibilities properly as a manager it’s not just costly to you, but to your organization also. Your direct reports will leave and you will be pointed with putting back them, which requires time and will discourage you. This article describes about few mistakes that many managers who make most frequently: Some managers simply don’t believe their team members to perform their jobs Some managers simply don’t believe their team members so they end up trying to do the work that their team members should be performing. This kind of approach doesn’t work as we only have so much time in one day to carry out all things; if you engaged to carry out your team members’ work; you become perturbed and you can’t get sufficient time to manage your own assignments. If you micromanage, your team members will not learn, grow and better themselves so they try to engage on other work and be more independent. Being self-interested and getting hold of all the credit Few managers incline to take more credit than they merit. They will stick their name on presentations and other activities those derived from their team members. Instead of being self-interested, as a manager you really look better when you partake credit and appreciate the team members that who completed assignments for you. By partaking credit, your team members will be favourably influenced with you and your team members will work harder for you. If you promise for an employee, make sure you deliver everything to them If you making any promises to an employee such as that they are getting a revised salary, growth, incentives or bonus and then those promises never come done to them, you look bad and an employee will lose faith in you. Usually, many managers make these kinds of promises out of fear. When they feel that an employee is looking to move to another company or another job, they instantaneously try to come-on them using these kinds of employee inducements that might not even exist in a company, therefore, if you promise something to your employees, make a point that you deliver to them. Disinclined to support an employee who wants to go out of your process In today’s global market, employees don’t want to remain in one job, they want to go around and earn new professional experiences. It’s observed that a lot of managers aren’t cooperative of employees who wish to make a move and will plan to create obstacles or misuse their power to “stop” those opportunities, even if it’s within the organization. As an effective manager you should to support for an employee who wants to make a move from your team and you should preserve your professional relationships forever with them. Imparting too little guidance As a manager you required to fix expectations with your team members and explicate them precisely what’s needed of them. By practicing this, your team members will come to you with fewer questions and have more trust in you as their team manager. The more guidance you provide to your team members, up front, the more time it will save you in later stage. All your team members are required to have knowledge on the overall direction of the project, project goals and how they are conjectured to evaluate the final outcome. Leaving out your thwarting on team members Team managers are required to stay without losing self-possession or not agitated, coolheaded and collected since it’s an expression on both of them and on the organization. Not everything is going to go right all of the time and you have to realize that when managing team of professionals. Ref : article in haraneedhi.
Posted on: Sun, 23 Mar 2014 08:14:04 +0000
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