Managers be aware of these 4 mistakes

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There are mistakes so obvious that no one really ever makes them unless they have a real deep problem. And, there are mistakes made upon another blind mistake and are barely seen as a mistake. These second type mistakes are the ones that always really mess people’s lives up. So today I am going to show you four types of these second type mistakes that most managers make without ever noticing themselves.

 

One of the main wrong moves that every manager has done at least once in their life is thinking that with just a manager label set on their office door, that office suddenly becomes a special place for only the big things! But you have to keep in mind that becoming a manager doesn’t happen with just a label on a door. It’s about the manager’s behavior and the way he views problems.

 

The way to becoming a good manager doesn’t start or finish with a label, but from a specific point of view. So the only way to become a real job executing manager is to shift one’s view on every challenge in the way. Management becomes possible when every employee and every other manager in the system comes to the same idea about how you are the leader and capable of thinking and bearing through hardships and challenges.

 

So, the first step to a stable functional management is changing and really reshaping the viewpoint of your group. And from the moment this shift has taken place you start seeing big ideal results.

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If you wonder what the biggest mistake ever made by any manager is, it’s the way a manager starts desiring total control over every little aspect of the system not knowing about any viewpoint shift and instead of looking at problems from a bird’s eye view, they feel the need to do everything themselves. That’s when the whole business starts to go down a spiral without ever being noticed.

 

Based on lots of research the main reason for almost every systematic problem, is wrong beliefs of the manager.

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Decrease in managers prestige

Pay attention because you might be making this one too. One of the mistakes made by managers is the feeling of their charisma being shattered if they get help from one of the employees.

 

Maybe no one ever talks about it but we can’t ignore the fact that every manager somehow feels the need to take the most responsibility and solve everything by themselves. We have to ask, does the manager really need to solve everything on his own? How is a manager’s charisma affected by his or her responsibility? This is where we find ourselves in a dilemma.

 

We have two main kinds of managers. The first type are the ones that ignore every opinion in order to maintain their level of charisma and believe if they come up with a solution, even if it’s gut feeling, they have to do exactly that. And the second type are the ones that listen to every opinion but do the thing they think is the right one in the end and forget about all the other ones.

 

There is a third type. The ones that kind of do both. They listen to and measure every opinion and do a sum of all. If the execution is successful they take full responsibility and if not they blame it on everyone except themselves.

 

A Real Manager is Tough and aggressive

The second mistake we are going to cover is trying to be tough and angry all the time. Being tough as a manager isn’t bad by itself but a manager should not be like The Punisher all the time in order to be a good one.

Many managers believe that being tough is the same as being angry and others believe being tough is hardness. If you want to be a good manager, try to think like the second group. Being hard is totally different from being angry.

 

Because being hard comes from a positive reliable mentality whereas aggression comes from a fake authority mentality.

 

When you look at organizations with an aggressive manager you realize the lack of creativity and respect and also the fake fellowship of all the employees.

 

But a manager that is real tough and has a mentality of executing over overthinking gains natural respect from all the employees and inspires creativity. So what’s the real upside of this type of mentality? The first and most obvious answer is it gives an opportunity to everyone to have their role in the process without being afraid to be judged or questioned.

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Another point that you should keep in mind is having the courage to use your toughness.

A lot of managers are tough by themselves and have the determination needed but they lack the courage for it. Courage means being able to stand up for your mistake and take responsibility for it. Let me give you a simple example here: A manager that easily questions every employee for their mistake but doesn’t accept the mistake he or she has made themselves totally lacks the courage needed to improve their business.

 

If you are a manager and want to test your courage, try remembering a time that you said to all your employees For example, I made this mistake today and I take full responsibility for it or, I apologize for my conclusion yesterday and I accept the fact that some employee was right and I didn’t see it. If this has never happened before you probably have to start risking and taking responsibility for the outcome. Otherwise no improvement will ever be possible for anyone in your system.

 

Have you ever had this level of courage? In fact one of the limiting views in management and the thing they call toughness is actually something that holds them back from executing new ideas.

Let’s look at it this way that you are an employee with a manager so aggressive that you can’t even easily say hello to. You’d be working under all kinds of restrictions.

 

But if you had a manager that gave you chances to reflect and express your ideas easily without being questioned or judged how much would you be able to improve then? Now where does the problem come from? Obviously a manager that is only aggressive will take the hardest hit.

 

If an employee is able to finish all the work in one day, he’s not working enough.

The third common mistake managers make is this kind of view on the amount of work given to every employee. If they are able to totally finish the job in one work shift they are obviously working less than needed. But you have to realize that finishing all the work in one day isn’t the result of low amounts of work but is the result of total efficiency and functionality.

 

If you think an employee is given less than he or she is able to handle, try re estimating the amount of work you give them and if you find out that everything is considered and the amount is reasonable you don’t have to worry about anything at all. But if you find out that you did give them less work than needed we have covered ways of dividing work the right way in another article.

 

But the point is, some employees do all the work and don’t have to worry about doing their job. So what to do with such employees? Should more work be put on him or should he think differently? Most managers in such a situation think that the best way is to add to the duties of an employee, but if we want to look at this issue from the point of view of experts, we must say that the best way is to promote the employee. In fact, if your employee has been able to put himself at the top of the best employees for a long time and create the conditions in which all his duties are done properly, he should be exposed to a job promotion. Because he has potentials that others do not enjoy, and now he can pursue his work with more power in a higher position.

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The staff should be replaced regularly

The fourth mistake is about employee replacement. Many managers think if an employee has been in the system more than a few months he or she is going to feel safe in the work environment and this feeling of safety is going to drastically decrease their efficiency. This is actually a really common mistake. But in fact, a good manager should focus on savoring and keeping the work force as long as possible and gain their full trust in the job. Replacing workforce all the time will result in an unstable and buggy system that hardly ever improves.