5 Mistakes New Manager Make ( And How to Avoid Them)

By Comrade Chidi Francis

Lack of experience".

I think it would be helpful to list some specific mistakes that new managers make because of their lack of experience. These could include things like not knowing how to motivate employees, not understanding company policies and procedures, and not knowing how to resolve conflict. 

Unrealistic expectations

This is another common mistake that new managers make. They may have unrealistic expectations about what their employees can accomplish, or they may not understand the time and resources needed to complete tasks. We can give some examples of how this can happen and what the consequences are. 

Micromanaging

We can explore why micromanaging is a mistake, and we can give some examples of how it can negatively affect employees and the work environment.

Not delegating tasks". 

This can be a big problem for new managers because they may feel like they have to do everything themselves. But that's not an effective way to manage a team. We can discuss why it's important to delegate tasks and how to do it effectively. Okay, one of the most important reasons to delegate tasks is that it allows managers to focus on more strategic tasks and decisions. It also gives employees a chance to develop their skills and take ownership of their work. When tasks are not delegated, employees can feel like they're not trusted or valued, and they may become disengaged from their work. We can give some examples of tasks that are good to delegate and tasks that should not be delegated. 

Let's talk about some tasks that are good to delegate. Tasks like data entry, scheduling meetings, and routine administrative tasks are good examples. These tasks are important, but they don't necessarily require the manager's specific expertise. On the other hand, tasks like making major decisions, setting goals and priorities, and resolving conflicts are tasks that should not be delegated. These tasks require the manager's specific knowledge and experience.

Delegate tasks effectively. 

One of the most important things is to make sure the employee understands the task and what is expected of them. It's also important to provide clear instructions and deadlines, and to offer support and feedback as needed. 

Another important aspect of delegation is to avoid micromanaging while the task is being completed. It's important to give employees the space to complete the task in their own way. Of course, you'll want to check in periodically to make sure the task is on track, but it's not necessary to check in constantly or hover over the employee's shoulder. Finally, once the task is complete, it's important to give the employee feedback and recognition for their work. This will help them feel appreciated and motivated to continue doing good work. 

One of the biggest mistakes is failing to provide clear instructions. This can lead to confusion and frustration for both the manager and the employee. Another mistake is not giving employees enough autonomy. If you try to control every aspect of a task, it can stifle creativity and innovation. Finally, another mistake is not giving employees enough time to complete the task. If you rush them, they may make mistakes or feel stressed and overwhelmed. 

Okay, another mistake is not providing enough resources for employees to complete the task. This could mean not providing the right tools, not giving them access to the right information, or not giving them the authority to make decisions. It's important to make sure employees have what they need to complete the task successfully. Another mistake is not providing enough support. This can make employees feel isolated and discouraged. It's important to be available to answer questions and offer encouragement as needed.