![]() New managers may want to dive in and start creating change immediately to prove their own worth. In fact, by establishing the right culture, you’ll build the trust that will cause strong relationships to form. Friendships are great, of course, but let them evolve naturally in their own time while focusing on bigger-picture concerns like a healthy culture. Modeling integrity and creating the right workplace culture is more important than being best pals with everyone on the team. Focusing more on friendships than on team culture Instead, set office hours (or virtual hours), a schedule of team check-ins and one-on-ones, and specific times for responding to phone and email inquiries. Don’t let yourself be interrupted at any time, by anyone. They let distractions break their focus by picking up the phone whenever it rings, or they accept every request for their time. Often, new managers feel they need to have an open door all day long (and even after the workday is over). Make sure direct reports know what you want them to accomplish with a particular task to ensure the best outcomes. New managers often don’t adequately clarify expectations because they don’t realize how much others depend on them to do so. New managers often feel that asking for help is a sign of weakness, but it’s actually a sign of strength. Likewise, they should ask for support from their own boss or mentors when needed. “Great leaders can step away from an organization and there is zero reduction in the performance of the team,” writes Entrepreneur. A strong leader empowers others to make some of the decisions or find the best solution to a challenge. That means not making all the decisions, too. ![]() Their previous job probably focused on excelling at hands-on tasks rather than managing a team, and they now have to shift their focus completely. Many new managers feel they have to handle all the important things on their own if they want them to be done right. Share your vision clearly to bolster team engagement, and if need be, discuss it with your own boss first to gain clarity.ģ. New managers may underestimate how much people rely on them to convey their organization’s vision and purpose, often due to a lack of confidence as a leader. Never assume everyone’s on the same page. Not having a vision or unintentionally keeping employees in the dark about it diminishes morale and effectiveness. You should always ask for feedback, too! It’s a two-way street, though new managers are sometimes afraid to ask for it. New managers are often fearful of giving honest feedback, but today’s employees want and expect it. Receiving feedback is essential to employees’ growth. Many new managers fear they’ll be seen as micromanaging if they check in with employees too much, but frequent communication is essential to strong teamwork. Read on to learn the top mistakes to avoid as a first-time manager! 1. They may also suffer from low self-confidence that causes them to make other common mistakes. ![]() As they work to fill this advanced role, they may be guided by inaccurate perceptions of what a manager should do. New managers commonly make a number of mistakes, many of which stem from lack of training as a leader.
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