Learn How Good Managers Can Avoid Major Mistakes

What is the main quality of a good manager that separate him/her from the rest of the pack?” I know what you’re thinking about right now, but have you also spent time figuring out what mistakes to avoid at all costs to be a successful manager?

No? Ok, we will sort this out. Let’s travel back to the time when we started our professional careers. Over the years, we have worked for various organizations and under different people. From all those times, we can easily pick the ones who were not that good with managing people and influencing others. And, we certainly remember those managers who were exceptionally good in their role and inspired us to be a better version of ourselves.

I’m sure most of us also remember our past managers for their good and bad managerial qualities. What was it that we didn’t like or admire about them? Were they poor or good motivators? Were they easy or difficult to access?

We might have varied opinions on our past managers, but the fact is they have all played part in shaping our careers. Make no mistake about it, the managerial role is a demanding job with additional responsibilities. You cannot act or perform the same way in a managerial role as you did as a regular employee.

I would now move on to divide this article into two parts. The first part enlightens readers on mistakes that good managers should never make, and the second part focuses on things that good managers must do. I have done this to give readers a clear and better understanding of what makes a good manager, what they are expected to do, and what not.

Amid grueling schedules, it can be easy for managers to commit mistakes unknowingly that can have a negative influence on their subordinates. Horrible Mistakes That Good Managers Should NEVER Make While Leading Their Team:

1. Micromanagement 

A survey of Trinity Solutions and published in My Way or the Highway reports that almost 79% of respondents had experienced micromanagement.

Remember how annoyed you used to get when your manager always used to peek over your shoulders at work? Now, remember all the nice things (pun intended) that you uttered in your mouth as you were constantly watched over by your managers many times in a day. The point here is that no employee likes to be micromanaged and a good manager must bear this in mind.  

Employees want a certain degree of freedom. Employees want managers to feel confident in their skills and abilities to perform a given job. Intrusive observations, manipulation, and exhaustive communication send a clear message to employees that managers do not back their capabilities, which can make them feel defeated, paranoid, and unappreciated. No employee can develop his/her skills when managers do not show complete faith in their teams and individuals.

2. Spoon-feeding solutions

Another essential quality of good managers is that they don’t serve everything to their employees on plates. Rather, they develop and fine-tune their skills in a way that they can resolve the trickiest of situations on their own. That said, some managers have this tendency of over-providing solutions for their teams. They are quick when it comes to offering solutions that their employees can find themselves with more effort than usual.

This negative habit of spoon-feeding solutions prevents employees from doing all the hard work of seeking the best solution themselves. By always helping employees with “the solutions”, managers are not allowing their team members to put their thinking caps on and take ownership of the problem at hand. Managers need not act like school teacher who is always accessible whenever the team encounters problems.

3. Failing to define goals

Poor planning and the inability to define goals do not do your team any good. Some managers fail to define goals for their employees who struggle with their work throughout the day. Employees have no idea why they’re doing work, or what their work means for themselves and the organization they’re working for. They can’t be productive when they do not have a direction or vision for work.

They also fail to prioritize work, which means they complete projects and tasks in the wrong order. When employees don’t see career growth in their jobs, they tend to switch jobs. On the other hand, goal-setting too can backfire if objectives are overly ambitious and unattainable. Quality of a good manager is to always set attainable goals for employees and reward them for achieving them.

4. Leading with egoistic mindset 

As the American proverb puts it, “ Arrogance is a kingdom without a crown.” Hubris has always been one of the main causes of conflict and grief. Arrogant managers think that since they are in charge of their teams, it’s because they are more skilled and competent than others. Such managers tend to show their supremacy to their subordinates from time to time.

They think they have the best ideas and information, and use their position to manipulate others. Many employees express anguish over arrogant, egoistic managers who are unfit to lead. In other words, the inflated ego narrows our vision. We lose perspective and we only hear and see what we want to. As a result, managers lose touch with their team members, which further widens the gap between both sides.

5. Displaying blatant favoritism

Being seasoned professionals, we are well aware of office politics and favoritism. It’s disheartening and demoralizing for employees when they already know who’ll be the next person to be promoted to higher positions just because he/she enjoys a close relationship with a manager. Poor managers are quite good at showing who they favor over others, irrespective of an individual’s abilities or lack of them. Certainly, this behavior is not what makes a good project manager by any stretch of the imagination.

One important quality of good managers displaying signs of favoritism at work can disrupt the workplace. This unhealthy practice in the workplace sends the wrong signal to employees, except for those who enjoy the manager’s special attention. People are likely to believe that hard, honest work doesn’t bear fruits because to grow within the organization, a worker would have to earn a place in the manager’s good books.

Now that you’ve read about some dreadful mistakes that should be avoided by managers (both experienced and new), we will now discuss some eminent qualities that good managers have, and aspiring managers must have.

There are countless organizations in history that have fared exceptionally well under good managers. Without an experienced and competent captain to steer the ship, the crew is constantly at risk of losing direction and encountering several problems.