15 Common Mistakes New Managers Make and How to Avoid Them

New managers often focus too much on managing the workload and not enough on their human capital. Gathering feedback is essential, but it's not enough. According to a survey of 1,400 executives conducted by The Ken Blanchard Companies, the most common mistake leaders make is not providing feedback. It's important to take the time to listen to what your employees have to say, give feedback and take action.

Show them that you're listening by taking the necessary steps to address any level of disconnection right away. It's also essential to ensure that your employees have clear performance objectives. Unfortunately, only 35 percent of employees say they have clear performance objectives. This lack of clarity is sometimes due to a new manager getting stuck in daily processes and losing sight of the crucial outcome of everyone's efforts. The importance of establishing an employee recognition and rewards program cannot be overstated.

You may have some outstanding team members whose work is obviously worthy of praise, but it's not enough to recognize only the best. The Achievers infographic highlights this point and states that 44% of employees mentioned a lack of recognition and commitment in their current employer. As a new manager, it's important to be aware of the common mistakes you may make and how to avoid them. Here are 10 mistakes new managers make at work that you should try to avoid:

  • Taking control of every aspect of operations
  • Micromanaging
  • Not asking questions
  • Not recognizing team members
  • Not observing what people say through their actions
  • Acting like they own the place
  • Making decisions without consulting team members
  • Promising things they can't deliver
  • Not asking for advice from previous managers
  • Not understanding the legal implications of decisions
To avoid these mistakes, new managers should focus on building relationships with their team members, asking questions, and understanding the legal implications of their decisions. They should also recognize all team members for their contributions, not just the top performers.

Finally, they should resist the urge to micromanage and take control of every aspect of operations. New managers must also remember that they are part of a team and that their job is to train people to perform at their best. As they accumulate management experience and knowledge, they will become more valuable to their organization and their direct reports.