As your business grows and more people come on board, you will find yourself having to shift to a managerial mindset.
But unfortunately, managing people doesn’t come with a handbook, and blunders can be made along the way.
Are you guilty of any of these mistakes that drive employees crazy?
A supplier cuts ties, cash flow is down or you’re working too much overtime. Problems will crop up daily in your business, but it’s up to you to handle how you communicate issues to staff.
Don’t overshare to employees on matters that aren’t directly within their remit. Instead, take a step back, work out an action plan and clearly delegate tasks to your staff.
Being a subject matter expert
Employees find it hard to deal with bosses who are great subject matter experts but forget that they also need to lead their team, according to Human Capital executive director Elizabeth Kingston.
“Team members want to report into someone who inspires, coaches and enables them to carry out their tasks,” Kingston says. “A boss who has done their hiring right must also trust in their employees to do the job.”
Failing to communicate changes
Staff will become frustrated if they are expected to adapt quickly to changes but aren’t briefed properly, says Jane McNeill, director of HR firm Hays.
“Give your staff clear and detailed information about what you want,” McNeill says. “The more information you share, the less likely your team is to come back with questions and the quicker tasks will get done.”
Recognition doesn’t have to be a promotion or a monetary reward. It can be as simple as making a regular effort to say thanks
Not acknowledging hard work
People can be driven out of companies if they feel they are not valued, says Kingston.
“Recognition doesn’t have to be a promotion or a monetary reward. It can be as simple as making a regular effort to say thanks,” she says. “It makes your team members feel valued and know that you care – there’s no excuse not to do it.”
On the flipside, your staff can find themselves in a tough spot when other employees aren’t pulling their weight. According to Hays’ McNeill, it’s frustrating for the rest of the team if a manager fails to address an employee’s poor performance.
“Resentment builds up if team members have to work harder to compensate for one person’s bad performance,” McNeill says.
Heather Jennings is a Sydney-based journalist who writes about technology, finance and business for publishers including ninemsn, Yahoo7 and Thomson Reuters.