Being a leader or a manager can be confusing at times, especially if you don’t have any prior experience with it. The employees look to you for guidance and leadership, but they also want you to stay familiar enough to build trust without becoming too friendly. It’s no wonder most managers make a few leadership mistakes from time to time.
The more you’re able to learn from them, though, the easier it becomes – and you’ll save yourself a lot of trouble in the long run. Here is a handful of the most common mistakes leaders make so that you don’t have to do the same.
1. Staying Quiet About Feedback
How many of us have started out in a job that promises through feedback and support, just to realize that it was a sneaky way of building that initial trust? The feedback never shows; neither negative nor positive, so the team keeps walking in the same tracks.
Don’t wait until the performance review with letting someone know if they’re doing a good or a bad job – tell them now, right away, and they’ll be able to correct it a lot sooner. Not providing feedback is, in fact, the most common leadership mistake, according to The Ken Blanchard Companies, so you’re in good company.
2. Misunderstanding Motivation
As an employer, your responsibility is to make sure your team gets paid on time – and you also have a leadership role to fulfill. The latter implies that there is more to motivation than taking care of the payroll services, and your employees are motivated in different ways than just through money.
Being paid on time is a minimum of what they should receive to be motivated, though, so implement a few bonuses they can strive for as well. Regular feedback is another way to boost their morale, as well as opportunities for telecommuting.
If you don’t provide this for your employees, they’ll probably find it with your competitors instead.
3. Not Being On The Floor Enough
Imagine that one of your employees have just wrapped up an important project – but he misunderstood the requirement, and the client will absolutely be upset. The problem is that a lot of managers want to avoid micromanagement, and they’ll make themselves scarce rather than giving some hands-on guidance.
Spend more time with your team members and keep yourself up to date on their projects. That way, you don’t have to wait until they come to you with their questions to make sure they’ve understood the requirements – and they get to benefit from your excellent guidance.
It’s what management is all about, after all, and you’ll gain the benefits of a team that has your back through every future business hiccup.