5 Most common Management mistakes
Introduction
Managers and leaders hold the key to success of the entire team. If the manager or leader is incompetent, the entire team is destined to fail. The team cannot perform at their best level, if they are not managed properly. At the end of the day, the blame or the credit of the result goes to the manager. A single mistake from the manager can become the sole reason for the demise of the entire project.
In the modern world business scenario, with cut-throat competition, managers have to handle and cope with all the work pressure and the decision-making process. More than 90% of the time, manager or the leader of a group is accounted for the failure.
More than 90% of the time, manager or the leader of a group is accounted for the failure.
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In the process of managing or handling with the pressure of doing so, following are the 5 most common mistakes managers make:
1. Failing to define the objectives
If the team is unsure about the objectives, their productivity and effectiveness is compromised. A team cannot work together effectively, until or unless they know what they are working for. Most of the time it is because of lack of communication between the manager and the team. Individually, everyone will start doing what they feel best but that will not amount to anything productive in terms of team performance.
A team cannot work together effectively, until or unless they know what they are working for. [/tweet_box]
2. Lack of feedback
Having a proper feedback system and work review is a very important aspect of effective management. According to the Ken Blanchard Companies survey of 1400 executives from different organizations, failing to provide proper feedback is the most common mistake that managers make. Feedback is very important for the team members and overall team perfomarnce. A team needs to be commended on good work and notified on an unacceptable one.
3. Misunderstanding the source of motivation
Motivation serves as a fuel for the workforce team. Most of the times, managers fail to find out what their team members actually need. Money is not always the main source of motivation and in a corporate environment, using money as a source of motivation for the employees is discouraged. McClelland’s Motivation theory best explains employee motivation using two theories; ‘Theory X’ and ‘Theory Y’.
4. Being too informal or friendly
According to recent surveys on team leadership, most of the managers and team leaders believe that an informal or friendly environment yield better results for the business. But sometimes managers have to make the tough decisions, in that case, favouritism creeps in. Also, if the manager is too informal or friendly with a particular team member, other team members might start to feel insecure.
If the manager is too informal or friendly with a particular team member, other team members might start to feel insecure.[/tweet_box]
5. Hurrying the process of recruitment
Sometimes managers hire employees quickly to fill the vacant positions. In doing so, the qualifications of the candidates are overlooked. Hurrying recruitment often results in hiring wrong people. Such people, not only, negatively affect the overall performance, they put pressure on the existing team members too.
Implications of management mistakes
The above mentioned mistakes can have huge impact on the business performance and the overall effectiveness of the team. These mistakes result in:
- Lack of trust among team members
- Lack of authority for the manager
- Increased business costs
- Decrease in business efficiency
- Over employment to reach short term goals
- Lower team productivity
Conclusion
Almost every manager makes a mistake or two but the most important thing is to learn from the mistakes. It is easy to learn the management skills and techniques that earn profitability for the business but learning management attitudes, values and belief is difficult. One needs to grow and improve personal abilities and keep learning from the past experiences to develop an effective managing personality.
