{"id":552,"date":"2023-04-24T14:22:07","date_gmt":"2023-04-24T14:22:07","guid":{"rendered":"https:\/\/dexian-brasil.website-in-dev.co.uk\/top-mistakes-new-managers-make-part-1\/"},"modified":"2023-05-22T01:18:25","modified_gmt":"2023-05-22T01:18:25","slug":"top-mistakes-new-managers-make-part-1","status":"publish","type":"post","link":"https:\/\/brasil.dexian.com\/en\/blog\/top-mistakes-new-managers-make-part-1\/","title":{"rendered":"Top Mistakes New Managers Make: Part 1"},"content":{"rendered":"

\u200bBeing a manager is incredibly challenging. Being a new manager? Well, it\u2019s a hard, rocky road\u2014and almost everyone stumbles multiple times.<\/p>\n

Fortunately, knowing the common tripping points will help you avoid them (or at least not fall so hard). Read on to learn the most frequent mistakes new managers make.<\/p>\n

1. Feeling awkward about giving praise<\/b><\/h2>\n

If you feel uncomfortable praising your employees, don\u2019t worry\u2014that\u2019s normal. However, never acknowledging their contributions or skills will quickly lead to burnout and unhappiness.<\/p>\n

You should generally strive for a five-to-one ratio<\/a> of positive versus constructive feedback. In other words, for every one time you tell your report something they should improve or do differently, you should give them five complimentary comments.<\/p>\n

Pay attention to how frequently you\u2019re doling out positive feedback. Not meeting the mark? Give yourself a goal that whenever you think, \u201cShe did that well,\u201d \u201cHe\u2019s shown a lot of progress,\u201d or another mental note along these lines, you relay that thought to the person. In time, giving praise will become natural.<\/p>\n

2. Not being honest<\/b><\/h2>\n

It\u2019s tempting to soften the truth to preserve your employees\u2019 feelings. Maybe one of your team members consistently turns in reports with inaccurate calculations. She\u2019s very enthusiastic and you don\u2019t want to hurt her morale, so you struggle to find a nice way to say, \u201cThis work is unacceptable.\u201d You end up suggesting she should double-check her analysis before she submits it.<\/p>\n

Her error rate only slightly improves. Ultimately, you have to let her go.<\/p>\n

It would have been harder in the short term\u2014but much easier over the long run\u2014to simply tell her, \u201cJane, at the maximum you should only be making one mistake every three reports. It\u2019s important to be error-free because of X, Y, and Z. What\u2019s your current process? Can we brainstorm some solutions for being more accurate?\u201d<\/p>\n

Then, if the problem continued, you\u2019d need to be very direct about the implications. For instance, \u201cI\u2019m afraid this continuing issue might jeopardize your position here. The following changes need to occur in (period of time).\u201d<\/p>\n

This is actually kinder, as it gives Jane a chance to turn things around. Although this is an extreme example, the principles apply to all significant problems with your employees.<\/p>\n

3. Micromanaging<\/b><\/h3>\n

Do you feel compelled to spell out every little detail for your reports? If so, you\u2019re probably micromanaging them. Not only does this behavior tend to seriously irritate people\u2014to the point they may leave your team and even the company\u2014it also robs them of learning and growth opportunities.<\/p>\n

In general, try to give employees the \u201cwhy\u201d behind your requests and let them figure out how the \u201chow.\u201d Maybe you need a new widget on your site; explain what the widget is meant to do, where it will live, and so on, then give them the autonomy to actually build it.<\/p>\n

Some reports want more direction than others, so you should tailor your approach to the person. In addition, be clear that you\u2019re always there to serve as a guide and answer their questions. And if it\u2019s crucial a process is followed in a very specific way, you should explain it step-by-step.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u200bBeing a manager is incredibly challenging. Being a new manager? Well, it\u2019s a hard, rocky road\u2014and almost everyone stumbles …<\/p>\n","protected":false},"author":70,"featured_media":553,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[10,26,27],"tags":[],"class_list":["post-552","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-client","category-consultant"],"acf":[],"yoast_head":"\nTop Mistakes New Managers Make: Part 1<\/title>\n<meta name=\"description\" content=\"Avoid common mistakes made by new managers: Part 1: Gain valuable insights to navigate the early stages of your managerial journey.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/brasil.dexian.com\/en\/blog\/top-mistakes-new-managers-make-part-1\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" 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