Introduction to Mistakes as a Manager
Managers are responsible for guiding and overseeing their teams, communicating the company vision, ensuring that goals are met and fostering a productive work environment. In reflecting upon my past management experiences, I can definitely recognize opportunities for improvement. Although I don’t feel that I was a terrible manager, in hindsight, there are a few prime areas that I would optimize hopefully resulting in a happier and more efficient team. From poor communication and micromanagement to a lack of trust and neglecting teammate development, there are definitely areas that I could make drastic changes for the better. By recognizing and learning from these mistakes, you can become a more effective and respected manager, fostering a positive work environment and achieving better results.
Perhaps my biggest short-coming was not acting as a servant leader. My goals as a manager should have been to remove all friction from my team to completing their tasks and ensuring an enjoyable work environment. Instead, most of my focus was on accomplishing goals neglecting my people’s thoughts and concerns along the way. Here are the top areas that I need to improve as a manager.
Open Communication
One mistake I made was failing to establish open lines of communication with my team. This lack of communication can lead to misunderstandings, decreased productivity and a disengaged workforce. I failed to provide regular feedback and guidance which can hinder teammate growth and performance. Without constructive feedback, teammates may feel lost or undervalued, which can impact their motivation and job satisfaction. I only provided feedback during annual evaluations and it was the minimum required. I should have at least had quarterly reviews to discuss performance and teammate goals. We could have discussed their opportunities for advancement within the company or how to get the experience they desired to further their career. I should have requested feedback on my performance and how I could better serve them as a leader.
Teammate Development
Investing in teammate growth and skill enhancement is crucial for both the individual and the overall success of the team and ultimately, the company. By failing to provide opportunities for professional development, managers risk stagnation and disengagement among their teammates. Early on, I invested nothing to grow the skillsets of my team. Instead, I relied on them to enhance their abilities outside of work. Later on, we added subscriptions to services like Coursera and Lynda but left it up to each person how they would utilize the tools. In retrospect, I should have worked with each teammate to determine how they could best take advantage of the training and created a growth plan. I should have allotted time in their schedules to complete their training during the day. After all, it would have greatly benefited them company had we upfitted their skills. I also should have implemented strategies such as mentorship programs, training workshops and ongoing learning initiatives to encourage continuous learning and growth. We ultimately added some lunch and learn sessions and I think they were very beneficial. We should have started these years earlier. Prioritizing teammate development not only enhances their skills but also boosts morale, loyalty and productivity within the team.
Conflict Resolution
When managers lack the necessary conflict resolution skills, workplace disputes can fester and escalate, leading to toxic environments and decreased productivity. It’s crucial for managers to recognize the importance of addressing conflicts head-on and finding constructive solutions. Avoiding conflicts or handling them poorly can damage relationships within the team and hinder collaboration. By actively listening to all parties involved, facilitating open and honest discussions and promoting empathy and understanding, managers can create a positive and harmonious work environment. Developing strong conflict resolution skills enables managers to navigate disagreements effectively and maintain a cohesive team focused on achieving shared goals. I am embarrassed to admit that I don’t handle conflict well, actually sometimes at all, avoiding situations when they arise. This is probably still my biggest weakness although I have shown some signs of improvement.
Recognition and Rewards
It’s not just about the money. Many teammates thrive on recognition and rewards to excel in their jobs and it fosters a positive work environment. Failing to appreciate the efforts of team members can have detrimental effects on morale and productivity. Teammates who feel undervalued are more likely to become disengaged and seek opportunities elsewhere. To address this, managers should prioritize the implementation of effective recognition and rewards programs. By acknowledging the achievements and contributions of their team members, managers can boost motivation, enhance job satisfaction and create a culture of appreciation. It’s essential for managers to remember that a little recognition can go a long way in building a cohesive and high-performing team. This is another area where I was very inadequate in the past. I have created a list of ways to celebrate teammates for my future management roles. Click here to read.
Working from Home
All of our thoughts and feelings about workplace environments were completely upended by Covid. The biggest change in the work environment is that it forced non-essential teammates to work from home. The results are in and it is overwhelmingly in the favor of workers. This is a practice that I discouraged prior to the outbreak as I was concerned about the production reduction that may have resulted. How could a teammate be as productive with all of the distractions they were presented in their home environment. Turns out, it was exactly the opposite as it fostered a greater sense of work-life balance. They were better able to manage personal obligations and reduce commuting time, resulting in increased job satisfaction and reduced stress levels. This resulted in equal to if not greater performance by team members. I am now an advocate of allowing teammates to work from home for individual work, however, I am a fan of a hybrid model. There is no replacing a white-boarding session with everyone gathered in a single room. There is no substitute for onboarding a new teammate than shoulder to shoulder training. There is no better social building that shared lunches and water cooler talk. Designing a system that can meet both needs is definitely how I will handle future teammates.
Autonomy of Work
At Google, teammates are encouraged to spend 80% of their time on assigned projects and 20% of their time on innovation activities that peak their own personal interests. It led to the development of products such as Gmail and AdSense. This is a policy I wish I would have adopted as a manager. This policy promotes creativity, fosters a sense of ownership and encourages a continuous learning mindset. It empowers individuals to take risks, experiment with new concepts and develop skills beyond their primary responsibilities. The 80/20 rule also enhances teammate satisfaction and engagement, leading to increased productivity and organizational growth. Not only did I not implement this approach, I took it a step further. I had a teammate who went above and beyond on their hours worked. When they were at home, they would spend time on projects that they deemed as important. I would stress to them that I was elated with the extra effort but if they were going to work, it needed to be on projects that the company deemed important. I should have granted him the freedom. (Sorry Mike)
Servant Leadership
As a manager it is important that you remove all friction for your teammates to allow them to be as productive as possible. I consider this servant leadership. Instead of a manager focusing on all of their time on their tasks and deliverables, a large portion of their day should be spent working with teammates to determine ways to improve their work environments allowing them to accomplish more with less effort. By prioritizing the needs and well-being of their employees, servant leaders foster a supportive and empowering work environment. This approach builds trust, encourages open communication and enhances employee engagement and satisfaction. Servant leaders also promote collaboration and teamwork, which leads to increased productivity and innovation. By actively listening and valuing the perspectives of their teammates, servant leaders can make better-informed decisions and create a culture of continuous learning and growth. I spent too much time as a manager focusing on my work and deliverables and not enough time determining how I could assist my teammates.
Systematize
There is never enough time in a workday to accomplish all of the tasks and duties assigned. We are usually too busy fighting the battle that we don’t allocate the necessary resources to consider the war. Taking a step back and actually working on the business instead of in the business is essential to improving processes ensuring consistency and reducing errors. Systems enable smooth workflow management, allowing teams to collaborate seamlessly and streamline operations. Systems also enhance scalability, as they can be replicated and adapted to accommodate growth and changing demands. Systems foster teammate empowerment and accountability by clarifying roles, responsibilities and expectations. Over the years I completely struggled implementing systems. Then one day my life changed. I accepted help. This person continually pushed and prodded and implemented systems. They created organization where none had existed prior optimizing resource allocation, saving time and effort and achieving greater operational effectiveness. My only regret was not embracing systems even more and requiring that they be implemented throughout the department. (Thanks Lenice)
Conclusion
My growth as a manager was a large arc, especially without any formal training. In retrospect I should have focused on a pathway of growth including seeking mentorship, reading more and engaging in feedback from everyone around me. By adopting a growth mindset and implementing many of the practices you learn, you can exponentially improve as a manager and as a leader. It is a practice that I fully embrace today. Never stop learning and never stop growing.