Too many rookie managers are un-coached and simply thrown into a job with the expectation that they were smart enough to get it so they must be smart enough to manage people. Far too untrue.
(PRWEB) November 06, 2013
The employee motivator expert, Gary Brose, has just published his latest in his series of blog posts about business management.
“One aspect of people management that I have noticed in many new managers is that they start out on the wrong foot,” says Gary Brose. “Too many rookie managers are un-coached and simply thrown into a job with the expectation that they were smart enough to get it so they must be smart enough to manage people. Far too untrue.”
Gary says that managing people often has very little to do with the previous success that resulted in their promotion.
Most rookie managers commit one, two or more of the following people management career killers that could have been avoided with a little more coaching and the tips Gary has provided below:
1) Assuming a Faulty Posture – Managers often fall into the trap of trying too hard to play the authoritarian – from Day One. Using the ‘My way or the highway’ approach or simply not admitting they do not know everything is a sure road to failure. Instead, be humble. Ask for input. Gain collaborative effort from all your people. Make work a shared journey not your personal victory parade.
2) Delegating Improperly – Overwhelmed rookie managers will frequently delegate key functions to people they assume will know how to do them. Vet people first, select the right one, and then hold frequent update meetings to make sure they are on the right path.
3) Micro Managing – New managers usually have a driving desire to see everything done as they would do it. Get over that fast. Agree on how the end product should look and then let your employee run with it – but follow up often.
4) Failing to Listen – Newbies will sometimes fall in love with their newfound authoritarian voice. Listen twice as often as you talk. Let your people be heard and don’t be afraid to follow their lead.
5) Poor Criticism - When a mistake has been made, rookies tend to focus on who is at fault. Instead, turn your focus to ‘how did this happen.’ Criticize faulty processes or communication failures rather than people. When you can turn every failure into a teaching opportunity, you gain respect and authority.
6) Inconsistency – Ok, this is a tough one for every manager but new managers need to be particularly vigilant that they are not perceived to be having one set of rules for one person and a different for another.
7) Lack of Respect – for your employees. Nothing will sabotage a rookie manager’s people management career faster than the perception that he or she believes they are superior to the rank and file workers. Listening well, giving credit openly, praising good work and being a bit humble will make sure you do not have to face that problem.
“If you are a rookie manager heading into your first command, mold yourself carefully and get off to a good start,” says Brose. “If you are the manager of a rookie manager, spend more time coaching and make sure they have a clear shot at success right out of the gate.”
“The Ultimate Motivated Employee” is available on Amazon today or via Brose’s website at http://www.smallbizsherpa.com
About Gary Brose:
Gary Brose is dedicated to identifying the best techniques to motivate and engage employees. Having spent three decades of trial and error in the real world, and having owned over a dozen companies within that time, Gary has the tools and skills for success when it comes to encouraging and inspiring a team of employees in the right way.
To find out more about Gary, please visit smallbizsherpa.com, like him on Facebook, or follow him on Twitter (@bizsherpa).