10 Mistakes New Managers Make

It's disappointing that even today, many people take on, or are promoted into a job without real training. This is a sad reflection on a businesses induction training - and if you need help with that, please get in touch - it's one of my favourite things to design! But even those who are promoted from within need a Manager's Induction. Here's why...

New managers are generally promoted because of their technical ability or subject matter expertise. Yes, they may be a good role model, but their people management skills may be unknown, or at least untested. Managing people and being a technical expert are very different things, and it can be hard for the new manager to go from highly competent and confident (as a technician/operator) to lost and unsure as a manager. It can feel a little like being a rabbit in the headlights!

By anticipating difficulties, training teams (and the manager themselves) can have a plan in place for overcoming them. Here are some of the most common challenges:

1. Not setting out expectations – What’s obvious to you may not be obvious to others. They are not mind readers. Discuss what is expected and set clear goals and objectives so that you CAN leave your team to get on with things. Involve your team in agreeing the goals to gain commitment to them.
2. Poor planning and prioritisation – Many managers simply react to what is happening around them, or jump to attend to their manager whenever called. Even very hands-on managers need to take time to plan each day and identify what MUST be done, as well as focus on the future.
3. Not delegating – You can’t do it all yourself, and you shouldn’t try. You have a team now, and people in that team need to feel useful and valued. Do your fair share of the work, but don’t do it all.
4. Focusing on paperwork – Many managers make the mistake of focusing all their time and energy on paperwork, reports, admin and spreadsheets. Reading and manipulating data will not achieve results. Managing is about PEOPLE so prioritise them over paperwork.
5. Lack of Trust – When you have high standards, and when you are responsible for the work of the team, it is tempting to check everything personally. However, this creates a bottle-neck and makes the team feel that they are not trusted. Instead of spending time checking, spend the time coaching.
6. Trying to be ‘one of the guys’ – Of course you can have friendships at work, and you must still be YOU but you are also a manager. You cannot gain respect as a manager if you act too much like one of the team all the time. Set and stick to boundaries.
7. Not asking for help – When you start a new job or are promoted, give yourself time to grow into the role. You don’t and can’t know everything you need to from day one. Learn from more experienced managers, admit when you don't know (even to your team) ask for advice, and even consider getting a mentor.
8. Being busy rather than productive – Many managers rush from one crisis situation to another, from one meeting to another. They work long hours but never seem to achieve anything. Identify the activities that will add most value to your objective/team and focus your time on those. It feels good to 'save the day', but this can be addictive and managers who are too involved are doing, not managing. A manager who is indispensable is also un-promotable.
9. Being too eager to please – Many managers feel their job is solely about helping others (which in part it is), but this doesn’t mean getting involved in things that don’t help your team to achieve its objectives, or getting sucked into other peoples problems. Let people take responsibility and be prepared to make unpopular decisions or have difficult conversations from time to time. Being respected isn't always about being nice.
10. Poor performance management – Managers have a duty to manage the performance of their people. This doesn't mean being a task master! It simply means knowing what's going on and having conversations every day about what is going well, and where improvements need to be made. Giving feedback is probably the single most important skill that a manager needs.

Power Hour Training has done its best to provide training materials to give people the basic skills to avoid these problems - In particular, the New Manager Development Programme and Performance Management Skills Package have been designed to help new managers to get to grips with the basics and avoid these common mistakes.