Mistakes Managers Do!!

You might have thought till now that people who have occupied the high level posts such as managers and other higher level executives won’t make any mistakes as they are smart and well trained. But according to a recent study conducted by CareerBuilder, around 58 percent of the managers didn’t received any training before starting as a manager which led to unavoidable wrong steps.

In a company, the managers are always considered as the front line representation in their company’s Business. But some managers fail in this process as they lack smartness in spite of sometimes being well trained. As a manger here are some of the major as well as the dumbest mistakes which you must try to avoid in your professional life to stand up for improving your company’s business.

1. Assuming that your team is listening to you:

This is the first major mistake most of the managers do assuming that their team members are listening to what they are guiding them about the future plans. Just because your team is silent in the meeting, it doesn’t mean that they are listening and learning what you are instructing. In that case, it is your responsibility to make sure your team is paying attention to what you are telling. The best way to know whether they understand your words or not, is by checking out how much they have understood. Ask them to build their opinions to your plans and try to brainstorm new approaches.

2. Failing to get to know your employees as the people:

This is one such silly mistake the managers usually commit. Many of them fail to know their employees as person, as they think it is not much important to get into their personal issues. This is a mistake to be avoided because it helps you to build a strong as well as healthy relationship with your employees so that you get to understand them even better, that does not mean you need to be your employee’s counselor or a therapist to build a god like relationship with them.

3. Don’t giving good directions to them:

It is a key responsibility of a manger to give clear directions to his team. But many of them are failing to direct the juniors. It is good for a manager who clearly explains his employees on what actually they are expecting from his employees, so that they can work according to it. Ask your employees to consider every task as a priority and act according to that. 

4. Fail in trusting your employees:

Trusting is a very vital aspect to considerespecially if you are a manager. If you fail in it, you can’t expect anything good from your employees if you don’t have any faith in them. It will be helpful for you if you get to know which employee is trust worthy for your challenging projects which are coming up in the future. But you must also not forget to treat your employees as if they are untrustworthy, so that they work even better and harder to gain your trust which will be helpful for your company.

5. Take decisions and then ask for employees input:

This is really considered as the silliest mistakes which a manager can perform. It is not worth if you make decisions and later take opinions of our team. If you make it as a routine act, your employees may not take you seriously anymore and they lose confidence on you. Enable your employees to make decisions about their work as it is considered to be the heart of employee empowerment and engagement.  But make sure, you won’t put much workload on one single employee and suffocate them.

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Forget good to great - a great employee remarkable.

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.

2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.

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