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What are the mistakes that managers should avoid?

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There can be a rule book on how to run a business. A successful one at that. Unfortunately, there is no exact science behind managing people in a professional organization. You may hire the best of the best, but it is crucial to remember that while every single one of them would share similar skill-sets and qualifications, everyone’s personality will be unique and different from one another. This is what makes managing people a critical and complex task.

Managers cite different motivation levels and learning capabilities as the chief reason that makes their job tricky. They have to change their management styles based on the team they are working with. What worked brilliantly with the previous set of people might or might not work with the next team that they would face. Even though every manager has a distinctive style of management and several tricks up their sleeves, years of experience can still cheat them and they end up making inane mistakes.

Let us see some mistakes that managers should avoid and how web based HRMS software can help in the same.

1)      Getting too friendly with the employees

One of the first ways a manager tries to avoid donning the tag of a ‘strict boss’ is by becoming friendly with his/her employees. This sounds like a good idea to many. After all what can go wrong by becoming friends with the people whom you are should be supervising? If you are one of those managers who think the same, then now would be the right time to realize that it in fact a very bad idea. When managers share an extremely friendly relationship with employees, the lines between professional and personal relations start to blur. Tensions arise when there is employees’ lack of respect for manager’s authority or when managers fail to respect personal boundaries of employees. When relationships between official walls lie in the realm of professionalism, all will be good.

2)      Micro-managing everybody

This has to one of the worst mistakes to make. Everyone on the team holds a certain responsibility because they are capable of doing justice to it. Agreed that some need more supervision and guidance than others, especially the new graduates and hires; but that does not mean managers have to constantly breathe down their necks and keep a watchful eye on every action and movement. Micro-managing exudes the attitude of distrust and doubt in employees’ abilities and decisions. HRM softwares in India allow managers to schedule the tasks clearly and review performance of employees frequently. Once the tasks have been scheduled using the software, let the employees come up with the best way they can execute them. The performance reviews should give managers a fair idea of how the team is faring. If the results are not satisfactory, then they can step in and have a discussion with concerned employees to improve the results. Trusting employees to do good work would improve their morale and boost overall productivity.

3)      Not giving feedback

Feedback is crucial for improving performance, identifying problem areas and enhancing skill-sets of employees. There will be mistakes along the way, speed-breakers that can dampen the spirits of employees and affect the success of the project. Managers always offer a different perspective on things which are projected through feedback. Any web based HRMS software has appropriate tools and platform that allow managers to give instant feed from any location. This makes lack of feedback an absolutely inexcusable mistake from the manager’s end. Give as much feedback through HRMS as possible and witness a positive change.

4)      Overlooking inputs and suggestions of employees

Being arrogant and considering that ‘employees wouldn’t know better’ would easily make anyone a bad manager. Employees usually come up with innovative suggestions or methods to execute a particular task or approach a problem that cropped up unexpectedly. HRM softwares in India encourage employees to share such inputs and get them reviewed by their managers or supervisors. They can put up their suggestions and ideas through the software solution and their managers can immediately respond via the same platform. It is important to listen to what your employees are saying.

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