Biggest Downfalls of Managers
Being a manager is not an easy task, and anyone who says otherwise is lying. It takes an exceptional amount of self-control to lead others when you’re struggling, and in management, there are many ways to struggle. As soon as a manager feels their team slipping, they may fall back into a negative habit. These are a few of the big downfalls that you should avoid when managing your team.
Absentee Manager
Some people are exceptionally conflict-avoidant, which usually has nothing to do with work itself. Managers who fall into this category may find themselves leaving their team to fix problems, even when they don’t have the skills to do so. This can lead to angry clients, lost revenue, and downtrodden employees. Next time a problem occurs, don’t fall into this trap. If you’ve given your team enough time to fix the issue and it’s still there, ask if you can step in to help provide direction.
Micromanager
Opposite of the previous point, some people constantly want to fix problems for other people, even when it’s not required. Again, this doesn’t typically have to do with work and is more of an indicator of a perfectionist personality. Natural micromanagers may find it difficult to let their staff take a problem and find a creative solution, especially when they already thought of one. However, for people to grow, they must be allowed to overcome challenges. Give your team some space and allow them to come to you when they need help.
Do What I Say
“Do-what-I-say” managers may find their problems never end, as they regularly tell their employees to follow what they say and not what they do. A manager that cannot hold themselves to the standard of everyone else is not a worthy leader. This kind of attitude often leads the team to lose respect for their leader and can cause a major cultural shift in a negative direction. Avoid this issue by abiding by the same rules as the rest of the office.
Work-Only
Some managers find it unnatural to get to know their employees. It’s not always that they’re cold or mean; it can just be due to shyness low self-esteem. Although these problems are common, that doesn’t mean they’re acceptable excuses for not getting to know the people in your company. In order to effectively lead, you must connect with the people you’re leading. This will ensure you are giving them the right support, and it’ll help them respect and appreciate you as you get to know them and they get to know you.
Managing people is difficult, and there are many ways you can make mistakes. The four points listed above are just a sampling of things to avoid, but they’re a good place to start. When work gets stressful, don’t allow yourself to fall into one of these categories. Instead, take time to think of productive ways you can move forward with your team.
