Experts help list some of the biggest mistakes made by rookie managers
‘MICRO' SCOPE
Many new managers find it very difficult to change their style of working. Micromanagement is one of the biggest mistakes managers make. "Often, managers focus highly on technology and process, rather than the people. They are unable to come to terms with their new role and still get into procedural details when they should be spending their time and effort empowering others to deliver. This should be avoided, since it gives the team little room to operate on their own terms," advises Bhuvaneswar Naik, VP - HR, SAP Labs India.
HELP FROM ABOVE
Every manager needs to look up to his own boss for support and feedback. Many wait for their boss to initiate meetings and ask for results. Although it is admirable to shoulder the entire burden by yourself, not approaching your boss for help and support only makes his/her life and yours more difficult. It, at times, also results in rookie managers covering up the crisis hoping to let the cat out of the bag once the problem is resolved. The one thing to remember here is that you need to treat your boss the way you expect your subordinates to treat you.
HOLDING BACK FEEDBACK
One of the most difficult jobs of a manager is giving constructive feedback. This can be very draining for a new manager who is yet to learn of ways to deliver bad news. To avoid the discomfort, many of them hold back criticism. "Such managers often try to avoid confrontation with their team members, even when they are not performing. This attitude forces them to self-destruct, either while trying to perfect single-handedly what their team members could not do, or by covering up for their mistakes," says Shuchi Nijhawan, head– global HR, Eka Software Solutions. So, while the manager is playing the role of ‘mister goody two-shoes', his superiors and peers are questioning his inaction and inability to improve performance. He expects his team or its bad seeds to see for themselves where they are going wrong. Because of the lack of feedback, when criticism is finally lashed out, it is equipped with a lot of frustration. In the end, no good comes out of it.
KNOW YOUR LIMITS AND DELEGATE
It is essential for a manager to know his/her team and assess it well. "Team managers should be aware of the realistic capabilities of one's team and accordingly take on responsibilities, since the team is the final delivery mechanism for any work, which the manager undertakes. This also requires that managers call in for additional help in case they feel that the current team is incapacitated to deliver the tasks, which have been undertaken," advises Naik. What matters in the end is the result you produce. "Also, managers should know what to delegate and who to delegate to on the basis of individual employee strengths. This is the most critical skill, which determines the success or failure of a team, and hence, the manager," adds Naik.
THE ‘GOD' COMPLEX
"Rookie managers often think they are omnipotent, omniscient and far more competent than the people they lead. This attitude often holds them back from connecting with their team," says Kumar Parakala, partner and COO, KPMG Advisory India. This sort of god complex causes a rift between him and his team and restricts him from learning and growing into a good manager. Any manager is only as good as his team. "Managers should avoid the mistake of thinking that they have become more powerful, know more than others or that they are better skilled than others. New managers need to listen more and talk less, understand the team dynamics, build strong relationships with all the members, be careful in exercising their authority and always lead with humility," he explains.
- Tanya Thomas
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