Tag Archive for: Leadership

5 Mistakes That Every New Manager Should Learn From

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Nearly every first-time manager is going to make some mistakes. Usually, it’s because overseeing others is new to them. Additionally, they might have received little (if any) training or guidance before starting in their new leadership role. While having prior experience as a leader – such as heading up a project – can make a difference, that often isn’t enough for new managers to avoid all potential errors. However, that doesn’t mean mistakes can’t be sidestepped, particularly if you know they may occur.

If you are a new manager, here are 5 mistakes that many freshly minted leaders make and how to avoid them:

1. Change for the Sake of Change

Many new managers feel like they need to make their mark. As a result, they examine every aspect of their team or department with an incredibly critical eye, seeking out fault in every corner. Then, they decide that sweeping changes are the best way to go, even if the team is performing admirably. While change can be a necessity at times, first-time managers shouldn’t automatically institute changes just because they are in a leadership position.

Change for the sake of making a mark usually isn’t beneficial. Instead, it’s viewed as a strange power grab or a way to assert dominance. Before you make adjustments, talk to your team. Find out what is working and what isn’t. Ask them if there are changes they want to see or what could help them be more productive. As you identify potential problems, share your thoughts about solutions, and get feedback. Make the process a joint venture between everyone on the team. That way, you can figure out whether adjustments are needed and, if so, how to approach them best.

2. Maintaining Too Much Distance

Some new managers believe they have to distance themselves from their employees. They mistakenly believe that getting to know them on a personal level is in bad form, or that it prevents them from being seen as a strong leader. In reality, getting to know your team is a smart move. When you sit down with them individually, you can learn more about their goals, motivations, and aspirations. This gives you details that you can use to help empower and guide them. Plus, you can work together to create plans for long-term career success as well as discuss approaches for short-term improvements, boosting morale and productivity.

3. Dodging Problem Employees

It isn’t uncommon for many new managers to have limited, if any, experience dealing with challenging employees. They might not know how to provide constructive criticism, take corrective actions, or document troublesome behaviors. This could lead new managers to try to dodge the problem entirely, hoping the employee will magically improve. But letting difficult workers create issues on the team is never a good idea. You can’t let these problems linger or go unaddressed. Instead, you need to face them head-on, usually by meeting with the employee in private, delivering constructive criticism, and following company policies regarding documentation and corrective actions. That way, you can improve the quality of your team, creating a better situation for everyone.

4. Being Overbearing

New managers often make the mistake of being overbearing, driven by the desire to prove their competence and maintain control over every task. This micromanagement can stifle creativity and lower employee morale, making team members feel undervalued and distrusted. However, providing employees with autonomy fosters an environment of trust and empowerment. When workers are given the freedom to make decisions and manage their responsibilities, they become more engaged, motivated, and fulfilled in their roles. Autonomy not only enhances job satisfaction but also encourages employees to take ownership of their work, leading to higher productivity and a more harmonious workplace dynamic.

5. Focusing on Tasks, Not People

New managers often fall into the trap of prioritizing deadlines and deliverables above all else, as they strive to prove their capabilities and achieve measurable results. While these objectives are important, an excessive focus on task completion can lead to neglecting the human side of leadership. This approach may cause team members to feel undervalued, overworked, or disengaged, ultimately damaging team morale and long-term productivity. By failing to invest in the development and well-being of their team, new managers risk creating a high-stress environment which can lead to burnout and increased turnover. Striking a balance between achieving goals and fostering a positive team culture is essential for sustainable success.

Leading with Confidence

One of the best things new leaders can do is to get to know their team on a personal level and support their well-being. This can help them avoid common mistakes such as change without input, maintating too much distance, doding difficult conversations, being overbearing, and putting too much emphasis on tasks instead of employees. Building strong relationships helps create trust and open communication, which are critical for effective leadership. Confident leaders who prioritize their team’s development and maintain a clear vision inspire not only productivity but also loyalty among their team.

If you’d like to learn more about the mistakes many new managers make and how to avoid them, Award Staffing can help. Contact us today and see how our leadership expertise can benefit you.

Understanding Candidate Expectations for 2024

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As another new year begins, many job seekers start thinking about their career goals and plans for the coming months. While the economy remains uncertain, the job market is slowly improving and there are opportunities worth exploring. As an HR manager, it’s important to understand what factors are most important to candidates when evaluating potential employers and roles. Staying apprised of candidates’ priorities can help you attract and hire the best talent for your organization.

By exploring various topics candidates look for in their job search, we hope to provide helpful insight into how your company can position itself as an employer of choice and make the strongest possible impression on applicants.

In this blog, we’ll explore the key attributes that candidates consider in 2024.

1. Communicated Priorities

Having a clear understanding of their focus and goals can greatly motivate employees. It instills a sense of purpose and provides a clear direction, ultimately boosting their performance. That’s why job seekers often seek employers who effectively communicate concise and well-defined priorities. When employers have clear priorities, it helps employees structure their work, prioritize tasks, and stay focused on their objectives. Employers can promote clear priorities by creating a transparent environment where information flows freely. This builds trust within the organization and makes sure everyone is informed.

In addition to improving employee motivation and performance, effective communication of priorities can also lead to better decision making and overall success for the company. With this in place, employees can make informed decisions that align with the organization’s goals. This results in employee engagement, trust within the organization, and an inclusive environment.

2. Transparent Leadership

In today’s job market, candidates are increasingly seeking transparent leadership from potential employers. They want to work for leaders who are honest and open, and who demonstrate integrity in their decision making. It is crucial for employees to have a clear understanding of the company’s mission and objectives and how they individually contribute to those goals. Employers who are honest with their employees about challenges and opportunities can create a more collaborative environment where employees feel like they are working together towards a shared goal. This also fosters connection within a team and helps them feel valued.

Businesses can incorporate transparent leadership into their organization by promoting openness, collaboration, and mutual respect. It begins with open communication, where leaders are not only willing to share information but also actively seek input and feedback from their teams. This collaboration leads to better decision making and problem solving. When employees feel their opinions are valued, they are more motivated to contribute and take ownership of their work. This creates a positive and inclusive culture where everyone feels respected and heard. Overall, this leadership style fosters trust, boosts morale, and increases team alignment with organizational goals.

3. Autonomy in Work

In 2024, candidates are looking for greater autonomy in work and a sense of control over their own tasks. This is because they desire a break from the rigidity of strict micromanagement. Firstly, employees feel that micromanagement stifles creativity and hinders their ability to think outside the box. When given autonomy, employees are able to take ownership of their tasks and come up with innovative solutions that benefit both themselves and the company. This sense of ownership boosts their productivity and instills a sense of pride in their work.

Autonomy also fosters personal growth and skill development. When employees are given the freedom to make decisions and guide their work processes, they learn problem-solving and decision-making skills. This leads to reduced stress and greater job satisfaction as employees feel valued and trusted by their organization. By creating a culture of trust and allowing employees to take ownership over their work, businesses can experience increased innovation, greater employee retention, and a better overall bottom line.

4. Flexibility

In today’s workforce dynamic, it is of employers best interest to provide hybrid opportunities to attract and retain talent. Remote work first became popular at the start of the pandemic. Since then, employees have grown accustomed to working from home and having the flexibility to choose when, where, and how they work. According to recent data, “59% of US employees prefer hybrid or remote work and nearly a third of employees prefer working remotely outright.” As this shows, many workers are not ready to give up the benefits that remote work has provided. It allows them to maintain a healthier work-life balance, reduces commuting stress, and provides an opportunity to work in a conducive environment of their choice. This flexibility can lead to increased job satisfaction, productivity, and mental well-being.

For businesses, offering hybrid work arrangements is the happy medium between employees who want to work remote, and leaders who want them in person full-time. This flexibility has proven to increase efficiency and productivity. Employees who are no longer confined to a traditional 9-5 schedule can work during their most productive hours. As a result, they are able to eliminate distractions from the office, which allows them to focus on their tasks at hand. This helps them be more efficient in their work and produce better results. Overall, flexibility has become a highly valued attribute among job seekers in 2024 and will continue to be a key consideration when evaluating potential employers.

5. DEI

In 2024, candidates expect potential employers to have robust Diversity, Equity, and Inclusion (DEI) initiatives in place. This shows them that the company is committed to providing equal opportunities. Employees want to work in a positive culture that is inclusive, diverse, and equitable. When they see that the company values diversity and actively works towards creating an inclusive workplace, it shows them that their employer cares about their well-being.

Businesses can implement DEI efforts in numerous ways. It starts with creating a diverse and inclusive hiring process. This could involve using blind hiring practices to eliminate biases, or actively seeking out candidates from diverse backgrounds. Inclusion efforts can also extend to fostering a workplace culture that values and respects differences. This might involve training sessions on cultural awareness, or the creation of resource groups for underrepresented employees. Additionally, equity ensures everyone, regardless of their background, has access to the same opportunities for career growth and advancement. By focusing on DEI, businesses attract varied perspectives, skill sets, and experiences, fostering innovation and expansion.

Conclusion

Prioritize clear communication, flexible workplace policies, transparent leadership, autonomy in work, and diversity in 2024. Employers who offer this will go a long way in reducing employee anxiety around burnout and layoffs, as employees can find a work-life balance and feel more engaged in their work. Creating a better workplace for the future can be a win-win for both employers and employees, as it fosters happiness and helps companies grow and achieve their goals. As hiring professionals, it’s our duty to ensure the workplace has evolved into the best version it can be. Check out our services to see how we can aid your business in 2024.

How to be a Team Leader at Work in 305 Words

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One of the most frustrating things in the world is to hear that your co-workers are not getting along or working well together. It’s to your benefit to have total team cohesion so you can avoid costly mistakes or missteps. Here’s how you can foster teamwork in your workplace:

Hold Team Meetings-

One of the best ways to encourage collaboration is to start holding regular team meetings in which you and your team members check in with one another and provide feedback and suggestions. Doing this will allow you to physically connect with your team as opposed to leaving notes for each other on the message board or sending each other e-mails.

Encourage Co-workers to Help Each Other-

As a manager, it’s your job to oversee the day-to-day operations and make sure that your co-workers are getting along. One easy way to do this is to encourage co-workers to help each other instead of you or another manager helping them. Once they start helping each other, they will become that much more accustomed to each other’s needs and be able to anticipate them on the fly.

Do Team-Building Activities-

Team-building activities are a fun way to foster teamwork in the workplace because they let you break out of the regular team environment to get to know one another. You’ll soon find that when you’re not huddled in the same office or halls every day, you will get to see different aspects of your colleagues’ personalities shine, which will help you like them and get along with them that much more.

If you want a job where everyone contributes to your workplace’s overall teamwork cohesion, contact Award Staffing. We have work with Minnesota based companies that focus on cultivating a positive company culture. Start the job search today by perusing our current job opportunities! Want to learn more career tips and tricks – check our When Work Works blog.