Watch out for some of these.
Not setting measurable targetsDo the employees working under you know what is expected of them? Are they aware of what their daily, weekly and monthly goals are?
This is one of your primary functions as a manager. Unless your team members know their exact role, how can they meet the organization's expectations?
Don't ignore this basic task. If you need help, consult your supervisor, but ensure that each employee under your charge has clear goals and targets.
MicromanagingThis is possibly the most common error that a newly appointed manager can make. It involves closely monitoring the work of employees at every stage and issuing a constant stream of instructions regarding how it should be done.
Having a micromanager as a boss is a frustrating and demoralizing experience. Your subordinates will resent it and over a period of time the entire team will get demotivated.
Initially, micromanaging may result in a spike in productivity. But the long-term impact is bound to be negative. Employees will not develop the skills they need to work independently and work will slow down or even stop in your absence.
Playing favoritesWhile everyone has personal likes and dislikes, exhibiting these at the workplace is a serious mistake. Looking the other way when a favored subordinate leaves work early or accepting poor quality work from an employee can adversely impact the remaining staff members in your team.
As a manager, you should consciously watch yourself so that you do not slip into this sort of behavior without realizing it. You may think that the special treatment you give to some of the workers in your team goes unnoticed, but employees are very sensitive to the behavior of their managers and your actions will definitely draw their attention. As a new manager, treat all your team members impartially. This will keep them motivated and will get the best results for the organization.
Not giving feedbackMany new managers hold back when it comes to providing an insight to employees about their performance. This is an essential function of every manager. It can result in improved performance for individual team members and for your unit as a whole.
But feedback delivered in an inappropriate manner can have a negative impact. It is useful to give praise when it is deserved. But keep in mind that the real purpose of feedback is to make employees do the job better, it is not to make them feel better.
New managers sometimes avoid giving negative feedback. In fact, this is one of the most important tools to develop employees. You may be surprised to learn that your team members will be grateful to be told how they can improve their work performance. Of course, you need to deliver the message in a tactful, non-confrontational manner.