Common Management Mistakes to Avoid

April 28, 2021

Managing employees can be a difficult process to navigate, and mistakes can seem inevitable to newer leaders. However, with proper preparation and mindset, leaders can avoid formative mistakes.

Early Apprehension

Many new managers can be apprehensive when faced with making decisions in their new position. According to Forbes, many new managers — especially ones with no prior management experience — undergo “decision paralysis.” In other words, their apprehension leads to neglecting their decision-making responsibilities. 

Apprehension lowers the chances for an early decision that can increase reputation, such as expediting a process or removing an antiquated process altogether. Holding back can likewise lead to a team lacking guidance, causing low confidence and productivity.

Micromanaging and Restricting Ideas

Brigette Hyacinth writes that micromanaging is an extremely common mistake — as well as one of the primary reasons for employee exits.

“Micromanagement sucks the life out of employees,” explains Hyacinth. “If you hired someone for a job, then trust them to get it done. Constantly monitoring an employee’s every movement can be disheartening.”

Hyacinth adds that in contrast to micromanagement, taking input and asking for ideas from employees can increase voice in the workplace. However, she warns that it is dangerous for leaders to receive ideas while never implementing them — a phenomenon that leads to more disillusionment.

As leadership expert Jane Kim argues, micromanagement assumes that every employee should have the same qualities as the manager instead of allowing different employees to flourish in their respective roles.

Kim stresses the importance of understanding employees rather than micromanaging: “I quickly learned that not everyone on one team should have the same strengths, weaknesses and process in place. That’s actually more detrimental because it limits room for debate, idea sharing and diverse opinions.”

Understanding the strengths of each team member allows employees to reach their full potential. Hearing diverse opinions is crucial to a healthy work environment.

Working toward more increased and diverse communication also increases trust between employees and management, which thereby creates a more cohesive team that tackles goals with higher morale and efficiency.

Qlicket offers solutions that allow for better communication and understanding of employee needs. With Qlicket, leaders can consider diverse opinions within the workplace in a manner that maximizes employee potential.

Written by Qlicket team member Ethan Forde.

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