The top five mistakes new managers should avoid

Congrats, you’re a manager! Now what?

It’s a pivotal moment in your career, offering opportunities to impact not only your personal growth but amplify the success of your team and organisation. 

As a seasoned change management consultant who steers complex global organisations towards future fitness, I’ve witnessed common missteps that new managers often make. They’re given a new role in shepherding the organisation towards the next phase of its evolution, only to mistakenly think the skills and style that got them to where they are today, will get them to where they want to be tomorrow. These errors not only hinder individual growth but also pose challenges for future-fit organisations who want to navigate waves of change – instead of being dumped by them. 

Let’s delve into the top five mistakes and how to sidestep them:

Neglecting employee development

New managers often focus solely on tasks and outcomes, overlooking the importance of nurturing talent. Future-fit organisations thrive on continuous learning and upskilling, and regular unlearning. Investing in employee development fosters a culture of innovation and adaptability.

Do this instead: Prioritise employee growth by conducting regular one-on-one meetings to discuss career aspirations, providing skill-building workshops, and encouraging mentorship within the team. One-on-ones are just as important as steercos. Respect them.

Micromanaging instead of empowering

Micro-managers stifle creativity and demotivate teams. Future-fit leaders empower their teams by providing guidance and support while allowing autonomy. Trusting employees’ capabilities boosts morale and productivity. Let them be a self-fulfilling prophecy.

Do this instead: Empower your team members by allowing them to take ownership of projects, setting clear goals, and providing constructive feedback to foster autonomy and accountability. You want to build a high-performing team, not baby a group of children.

Lack of clear communication

Effective communication is the cornerstone of successful leadership. New managers often fail to communicate expectations, feedback, and organisational changes clearly. Clarity and transparency build trust and alignment within teams.

Do this instead: Improve communication by scheduling regular team meetings to discuss goals, progress, and challenges. Use various channels such as email, video calls, and messaging platforms to ensure everyone is informed and aligned – regardless of whether they are remote or in the office. Repeat, repeat, repeat until key messages are parroted back at you. Invite feedback. Note: communication is two-way. If you’re doing all the talking, that’s not communication. That’s a monologue.

Ignoring emotional intelligence

Emotional intelligence (EI) is crucial for navigating complex workplace dynamics. New managers who overlook EI may struggle to build rapport, resolve conflicts, and inspire teams. Cultivating EI enhances leadership effectiveness and fosters positive relationships.

Do this instead: Develop emotional intelligence by actively listening to team members’ concerns, practicing empathy, and resolving conflicts diplomatically. Remember – empathy is not sympathy. Showing understanding of someone’s experience is not the same as validating or accepting them. Building strong relationships based on trust and understanding enhances team collaboration and morale. We’re human beings, not human doings.

Resisting change

In today’s dynamic business landscape, resistance to change can hinder organisational progress and be the kiss of death on your career. New managers must embrace change, adapt quickly, and lead by example. Future-fit organisations thrive on agility and innovation, necessitating a change-ready mindset.

Do this instead: Embrace change by encouraging innovative ideas, experimenting with new processes, and leading by example. Communicate the benefits of change, reward and recognise the team for attempting something new (not just when it works!), and involve your team in decision-making – this gets them to own the change instead of feeling like it’s being done to them.

As a new manager, remember that progress is more important than perfection. Focus on continuous improvement, learning from mistakes, and adapting your leadership style to meet the evolving needs of your team and organisation. By avoiding these common mistakes and embracing proactive strategies, you can navigate challenges effectively and lead your team toward success in a dynamic business environment.

You won’t get it right all the time, but you can avoid these common pitfalls to become the effective leaders of tomorrow in future-fit organisations. By prioritising employee development, empowering teams, enhancing communication, nurturing emotional intelligence, and embracing change, you too can steer your organisation toward success within the choppy waters of macroeconomic uncertainty and constant disruption.

Friska Wirya is the founder of Fresh by Friska.