Stepping into a brand new role as a first-time manager can feel like a daunting task 🤯. Nobody is perfect—even experienced team leaders—and as a new manager, you’ll definitely make your fair share of mistakes. Save yourself some time and trouble by uncovering some of the most common management mistakes here rather than having to learn through your own experiences!
\n\n5 Most Common Management Mistakes of New Managers
\nOne of the keys to avoiding management mistakes is simply being aware of some of the most common mistakes managers make 💭. Once you can identify management problems, you can start learning new skills and developing better habits in order to overcome them 💪! So without further ado, here are five of the most common leadership mistakes among new managers.
\nNew Manager Mistake #1: Not Conducting Regular 1:1 Meetings 👫
\n1:1 meetings are a great way to track performance, build deeper relationships, and boost employee engagement. However, new managers often dread conducting these 1:1 meetings or avoid doing them all together. Why? When you're a leader, it's easy to get so wrapped up in your own workload or keeping track of all your employees that you forget to actually make yourself available to them. It can also be overwhelming for a single manager to schedule and follow up on 1:1 meetings with so many team members 😖.
\nIt’s essential to avoid this management mistake if you want to be an effective leader and have a high-performing team. So, be sure to block off time for recurring 1:1 meetings with each member of your team for the same time on the same day. This creates consistency! Show up with a clear agenda, leverage data and concrete examples so you can give specific and constructive feedback, take notes, and assign action items—then actually follow up on them. These are just a few tips for running more effective 1:1 meetings 👏!
\nWhen done correctly, 1:1 meetings will empower your employees to be more informed, engaged, and comfortable speaking up to you about any concerns or obstacles they’re facing 🗣️. With these insights and information, you can actually make the changes your employees want to see and help each team member achieve their greatest potential. The result? Higher team morale, stronger manager/direct report relationships, and a sense of ownership and accountability that will lead to higher job satisfaction and boosted productivity!
\nNew Manager Mistake #2: Micromanaging 📍
\nIn 2018, an independent workplace survey on LinkedIn asked the question \"What is the ONE mistake leaders make more frequently than others?\" The number one response 🧐? Micromanaging. As a new manager, you likely want to prove yourself and make sure everyone on your team is meeting expectations and adhering to deadlines. However, you don’t want to make the mistake of micromanaging every little thing.
\nMicromanaging can derail your team's motivation and creativity, and make them feel like you don’t trust them enough to get things done on their own. So how can you strike ⚡ the right balance between keeping your teams on track and being a strong leader—without nitpicking every little thing? As a new manager, it’s important to take continuous steps to build accountability on your team!
\nWhen you hold your employees accountable for completing their tasks and having the right attitude in the workplace, trust is formed amongst coworkers. When you hold yourself accountable for doing what you say you’re going to do, it builds trust between you and your direct reports. Trust is the backbone of high-performing teams because it allows each team member to truly count on the others 🤝. When you can count on your direct reports to do what they should be doing, there’s no need to micromanage 😄!
\nNew Manager Mistake #3: Not Gathering Employee Feedback 🗣️
\nIt’s obvious that managers are supposed to give employee feedback—but what’s often overlooked is that getting employee feedback is just as important. As a manager, (especially a new manager who has a lot to learn!) receiving employee feedback can help you improve your leadership skills while making strides to improve the organization as a whole 👏!
\nThe most common leadership mistake here is that many businesses rely on exit interviews to gain insight into how direct reports felt about their manager’s effectiveness. The problem with this approach 👎? You can’t apply those insights to improve an employee’s experience once they’ve already decided to leave the company.
\nOn the flip side, if you have a way to receive regular employee feedback, you can identify issues and course correct in order to increase employee retention rates! So, ask for employee feedback during regular check-ins, team meetings, or 1:1 meetings. You may also want to consider sending out monthly or quarterly surveys so employees can voice their opinions anonymously 📝.
\nNew Manager Mistake #4: Failing to Improve Their Leadership and Management Skills 📚
\nUpper management often invests in leadership development for middle and lower management —but might not invest in that same level of training for themselves. For this reason, one of the most common mistakes managers make is failing to grow as leaders. But once you land a management position, you shouldn’t stop learning 🤓!
\nIf you want to be a good manager, it’s important to develop new skills, learn about new management techniques and methodologies, and grow personally and professionally 📖. As we just mentioned, this is often overlooked—in fact, leadership development is rated at \"below average or poor\" in over one-third of businesses. So, you may have to take the lead in reaching out for training and development yourself. Don’t be afraid to do this! It shows passion, initiative, and a willingness to learn that can help build trust and accountability between you and your direct reports.
\nAs a manager, you set and track goals for your employees, and one of the biggest management mistakes is not doing the same for yourself. Identify a new skill you want to learn, leadership training workshop you want to attend, or book you want to finish reading this quarter. Then, hold yourself accountable (just like you would your employees) for doing so 🙌!
\nNew Manager Mistake #5: Failure to Delegate ✍️
\nOne of the most common weaknesses of a manager is the tendency to take on too much and not delegate 😕. This is especially true for new managers. After all, you were probably just another member of the team until recently, so taking care of all your own job tasks may still feel like second nature.
\nHowever, failing to delegate is often listed as the number one reason managers fail. It can cause huge problems as work bottlenecks around them, leading to higher stress and faster burn out. It’s important to keep in mind that being a leader doesn’t mean being able to do everything yourself! Unless you delegate tasks, you're never going to have time to focus on the \"big picture\"📸 that you’re responsible for.
\nPlus, you’re doing your team members a disservice by not allowing them to develop and learn how to hold themselves accountable. Leaders should be focused on helping their team members grow by giving them responsibilities and surrounding themselves with capable people who can do what is necessary to achieve the team’s goals 😍.
\nAvoid These Common Management Mistakes with the Right Tools!
\nWe get it—even if you’re aware of common management mistakes to avoid, it can be difficult to get it right as a new manager. Don’t think you have to do it all on your own 👫!
\nThanks to modern technology, there are lots of digital tools and resources you can use to minimize your mistakes as a new manager and become the best leader you can be to your teams 💻! Strety is one of those tools.
\nIt offers practical features that new managers and experienced team leaders alike can actually use throughout the week to overcome the challenges of being in charge 👔. With Strety on your side, you'll be able to:
\n- \n
- Conduct more effective team, leadership, and 1:1 meetings \n
- Set and track employee, team, and company goals \n
- Send and store team announcements for improved communication and team building \n
- Ask recurring questions and set automated reminders to improve project management \n
- And much more! \n
Are you ready to gain access to the tools you need to overcome the most common management mistakes of new managers? Contact us today 📞. We’re here to be your go-to tool and support system throughout all your management mistakes and successes!
\n","rss_summary":"
Stepping into a brand new role as a first-time manager can feel like a daunting task 🤯. Nobody is perfect—even experienced team leaders—and as a new manager, you’ll definitely make your fair share of mistakes. Save yourself some time and trouble by uncovering some of the most common management mistakes here rather than having to learn through your own experiences!
\n","rss_body":"Stepping into a brand new role as a first-time manager can feel like a daunting task 🤯. Nobody is perfect—even experienced team leaders—and as a new manager, you’ll definitely make your fair share of mistakes. Save yourself some time and trouble by uncovering some of the most common management mistakes here rather than having to learn through your own experiences!
\n\n5 Most Common Management Mistakes of New Managers
\nOne of the keys to avoiding management mistakes is simply being aware of some of the most common mistakes managers make 💭. Once you can identify management problems, you can start learning new skills and developing better habits in order to overcome them 💪! So without further ado, here are five of the most common leadership mistakes among new managers.
\nNew Manager Mistake #1: Not Conducting Regular 1:1 Meetings 👫
\n1:1 meetings are a great way to track performance, build deeper relationships, and boost employee engagement. However, new managers often dread conducting these 1:1 meetings or avoid doing them all together. Why? When you're a leader, it's easy to get so wrapped up in your own workload or keeping track of all your employees that you forget to actually make yourself available to them. It can also be overwhelming for a single manager to schedule and follow up on 1:1 meetings with so many team members 😖.
\nIt’s essential to avoid this management mistake if you want to be an effective leader and have a high-performing team. So, be sure to block off time for recurring 1:1 meetings with each member of your team for the same time on the same day. This creates consistency! Show up with a clear agenda, leverage data and concrete examples so you can give specific and constructive feedback, take notes, and assign action items—then actually follow up on them. These are just a few tips for running more effective 1:1 meetings 👏!
\nWhen done correctly, 1:1 meetings will empower your employees to be more informed, engaged, and comfortable speaking up to you about any concerns or obstacles they’re facing 🗣️. With these insights and information, you can actually make the changes your employees want to see and help each team member achieve their greatest potential. The result? Higher team morale, stronger manager/direct report relationships, and a sense of ownership and accountability that will lead to higher job satisfaction and boosted productivity!
\nNew Manager Mistake #2: Micromanaging 📍
\nIn 2018, an independent workplace survey on LinkedIn asked the question \"What is the ONE mistake leaders make more frequently than others?\" The number one response 🧐? Micromanaging. As a new manager, you likely want to prove yourself and make sure everyone on your team is meeting expectations and adhering to deadlines. However, you don’t want to make the mistake of micromanaging every little thing.
\nMicromanaging can derail your team's motivation and creativity, and make them feel like you don’t trust them enough to get things done on their own. So how can you strike ⚡ the right balance between keeping your teams on track and being a strong leader—without nitpicking every little thing? As a new manager, it’s important to take continuous steps to build accountability on your team!
\nWhen you hold your employees accountable for completing their tasks and having the right attitude in the workplace, trust is formed amongst coworkers. When you hold yourself accountable for doing what you say you’re going to do, it builds trust between you and your direct reports. Trust is the backbone of high-performing teams because it allows each team member to truly count on the others 🤝. When you can count on your direct reports to do what they should be doing, there’s no need to micromanage 😄!
\nNew Manager Mistake #3: Not Gathering Employee Feedback 🗣️
\nIt’s obvious that managers are supposed to give employee feedback—but what’s often overlooked is that getting employee feedback is just as important. As a manager, (especially a new manager who has a lot to learn!) receiving employee feedback can help you improve your leadership skills while making strides to improve the organization as a whole 👏!
\nThe most common leadership mistake here is that many businesses rely on exit interviews to gain insight into how direct reports felt about their manager’s effectiveness. The problem with this approach 👎? You can’t apply those insights to improve an employee’s experience once they’ve already decided to leave the company.
\nOn the flip side, if you have a way to receive regular employee feedback, you can identify issues and course correct in order to increase employee retention rates! So, ask for employee feedback during regular check-ins, team meetings, or 1:1 meetings. You may also want to consider sending out monthly or quarterly surveys so employees can voice their opinions anonymously 📝.
\nNew Manager Mistake #4: Failing to Improve Their Leadership and Management Skills 📚
\nUpper management often invests in leadership development for middle and lower management —but might not invest in that same level of training for themselves. For this reason, one of the most common mistakes managers make is failing to grow as leaders. But once you land a management position, you shouldn’t stop learning 🤓!
\nIf you want to be a good manager, it’s important to develop new skills, learn about new management techniques and methodologies, and grow personally and professionally 📖. As we just mentioned, this is often overlooked—in fact, leadership development is rated at \"below average or poor\" in over one-third of businesses. So, you may have to take the lead in reaching out for training and development yourself. Don’t be afraid to do this! It shows passion, initiative, and a willingness to learn that can help build trust and accountability between you and your direct reports.
\nAs a manager, you set and track goals for your employees, and one of the biggest management mistakes is not doing the same for yourself. Identify a new skill you want to learn, leadership training workshop you want to attend, or book you want to finish reading this quarter. Then, hold yourself accountable (just like you would your employees) for doing so 🙌!
\nNew Manager Mistake #5: Failure to Delegate ✍️
\nOne of the most common weaknesses of a manager is the tendency to take on too much and not delegate 😕. This is especially true for new managers. After all, you were probably just another member of the team until recently, so taking care of all your own job tasks may still feel like second nature.
\nHowever, failing to delegate is often listed as the number one reason managers fail. It can cause huge problems as work bottlenecks around them, leading to higher stress and faster burn out. It’s important to keep in mind that being a leader doesn’t mean being able to do everything yourself! Unless you delegate tasks, you're never going to have time to focus on the \"big picture\"📸 that you’re responsible for.
\nPlus, you’re doing your team members a disservice by not allowing them to develop and learn how to hold themselves accountable. Leaders should be focused on helping their team members grow by giving them responsibilities and surrounding themselves with capable people who can do what is necessary to achieve the team’s goals 😍.
\nAvoid These Common Management Mistakes with the Right Tools!
\nWe get it—even if you’re aware of common management mistakes to avoid, it can be difficult to get it right as a new manager. Don’t think you have to do it all on your own 👫!
\nThanks to modern technology, there are lots of digital tools and resources you can use to minimize your mistakes as a new manager and become the best leader you can be to your teams 💻! Strety is one of those tools.
\nIt offers practical features that new managers and experienced team leaders alike can actually use throughout the week to overcome the challenges of being in charge 👔. With Strety on your side, you'll be able to:
\n- \n
- Conduct more effective team, leadership, and 1:1 meetings \n
- Set and track employee, team, and company goals \n
- Send and store team announcements for improved communication and team building \n
- Ask recurring questions and set automated reminders to improve project management \n
- And much more! \n
Are you ready to gain access to the tools you need to overcome the most common management mistakes of new managers? Contact us today 📞. We’re here to be your go-to tool and support system throughout all your management mistakes and successes!
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Stepping into a brand new role as a first-time manager can feel like a daunting task 🤯. Nobody is perfect—even experienced team leaders—and as a new manager, you’ll definitely make your fair share of mistakes. Save yourself some time and trouble by uncovering some of the most common management mistakes here rather than having to learn through your own experiences!
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