6 Common Mistakes I’ve Seen New Managers Make – and How to Avoid Them for Leadership Success
Becoming a manager is a significant milestone, but it comes with its challenges. Transitioning from being an individual contributor to leading a team is a shift that requires both a new mindset and skillset. For new managers, the learning curve can feel steep, and mistakes are bound to happen. However, recognizing common pitfalls and proactively addressing them can pave the way to effective, impactful leadership.
Let’s dive into six common mistakes new managers make, their impact on teams, and actionable strategies to avoid them.
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1. Not Setting Clear Expectations
Clear expectations are the foundation of any successful team. Without them, employees operate in uncertainty, leading to confusion, frustration, and wasted effort. I’ve seen firsthand in retail sales that unclear goals can result in team members working hard but, in entirely different directions. When expectations are ambiguous, results falter, and morale dips as people question their impact and purpose.
How to Avoid This Mistake
1. Use SMART Goals: Define objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound. For instance, instead of saying, “Increase sales,” aim for, “Increase mobile sales by 15% this quarter.”
2. Document and Share Expectations: Write down priorities, deadlines, and deliverables. Tools like Notion, or Microsoft Notes, or shared spreadsheets can simplify this process.
3. Have Regular 1:1 Meetings: Weekly or biweekly check-ins help clarify expectations, align on priorities, and address obstacles early.
4. Encourage Feedback: Create a safe space where employees feel comfortable asking questions or voicing concerns about their workload.
How do I ensure my team understands expectations?
Schedule regular check-ins and use tools to track progress. During discussions, ask team members to summarize their understanding of priorities; it’s a simple way to ensure alignment.
What if employees are afraid to ask questions?
Foster a supportive environment by openly encouraging dialogue. I’ve found that asking, “What questions do you have?” instead of “Do you have any questions?” often makes employees feel more comfortable speaking up.
2. Avoiding Tough Conversations
Let’s face it: nobody likes conflict. However, avoiding difficult conversations is a mistake that can quietly poison team dynamics. Early in my career, I hesitated to give constructive feedback because I wanted to maintain harmony. What I learned, sometimes the hard way, is that avoiding these conversations leads to unresolved issues, poor performance, and growing resentment among team members who are impacted by the problem.
How to Avoid This Mistake
1. Prepare for the Conversation: Outline the issue, its impact, and the desired resolution. Practice beforehand to feel more confident.
2. Focus on Behaviors, Not Personalities: Frame feedback around actions, not character. For example, say, “I noticed you missed three deadlines last month, which impacted our project timeline,” instead of, “You’re unreliable.”
3. Use Empathy: Approach the conversation with the goal of supporting improvement, not assigning blame. Show you’re invested in their success.
4. Follow Through: Tough conversations shouldn’t be one-and-done. Revisit the topic in future check-ins to track progress and continue support.
How do I prepare for tough conversations as a manager?
Gather specific examples of the issue, clarify the desired outcome, write it down, and rehearse if needed. A little preparation goes a long way in reducing nerves and increasing clarity.
What’s the best way to reduce defensiveness during these discussions?
Use “I” statements to frame the issue, like “I’ve observed” or “I noticed.” It helps shift the focus away from blame and toward collaboration on solutions.
3. Micromanaging
Micromanaging might come from a good place (wanting to ensure success), but it’s counterproductive. I’ve seen this in retail leadership when managers obsess over every customer interaction, leaving their teams feeling disempowered and uninspired. It not only crushes creativity but also creates a bottleneck that stifles productivity. Meanwhile, the manager burns out trying to do it all.
How to Avoid This Mistake
1. Trust Your Team: Delegate tasks based on individual strengths and let them run with it. Trust grows when you step back and allow autonomy.
2. Set Checkpoints, Not Chains: Instead of hovering, establish milestones to monitor progress at key points without micromanaging.
3. Focus on Outputs, Not Inputs: Pay attention to results rather than scrutinizing every step.
4. Empower Decision-Making: Let team members own their tasks, fostering accountability and creativity.
How can I stop micromanaging my team?
Start by defining the desired outcome and then step back. Use tools like project trackers to keep an eye on progress without constant interference.
What’s the best way to build trust with my team?
Celebrate successes, delegate meaningful tasks, and give autonomy. Trust is a two-way street, and empowering your team encourages them to trust you in return.
4. Taking Credit for Your Team’s Work
Early in my career, I saw managers inadvertently take credit for their team’s achievements, often in an effort to showcase their value to upper management. While it might not be intentional, the impact is the same: team members feel undervalued, and trust erodes. Employees who feel unrecognized are far less likely to stay engaged; or even stay with the company.
How to Avoid This Mistake
1. Publicly Recognize Successes: Celebrate wins in team meetings, emails, or even on social platforms. Call out individuals who went above and beyond.
2. Advocate for Your Team: In discussions with senior leadership, make sure to highlight the team’s contributions.
3. Promote Shared Wins: Use inclusive language like “we achieved” rather than “I achieved.”
4. Empower Team Members to Present: Give employees opportunities to showcase their work in meetings or presentations.
How do I recognize my team’s contributions effectively?
Celebrate both big wins and small achievements. Recognizing effort, even in incremental steps, fosters a positive and engaged culture.
What’s the risk of not recognizing team efforts?
When contributions go unacknowledged, morale declines, turnover increases, and team members become disengaged. Recognition is key to building loyalty and motivation.
5. Failing to Delegate
A common mistake among new managers is holding onto tasks that could – and should, be delegated. I’ve been guilty of this myself, especially early on, when I believed doing things myself was faster or guaranteed better results. What I learned is that failing to delegate not only leads to burnout but also robs your team of growth opportunities.
How to Avoid This Mistake
1. Assess Strengths: Align tasks with employees’ skills and career goals. Delegation isn’t just about getting things off your plate; it’s an investment in your team.
2. Start Small: Begin by delegating lower-risk tasks to build confidence for both you and your team.
3. Provide Resources: Equip employees with the tools and training needed to succeed.
4. Follow Up Constructively: After delegation, review what went well and what could improve. Feedback reinforces growth.
What’s the biggest barrier to delegation?
Perfectionism and fear of failure are common. Combat this by setting clear expectations and trusting your team to deliver.
How can delegation help my career as a manager?
Delegation frees you to focus on strategy and leadership while developing your team. It’s a win-win that boosts both your effectiveness and your career growth.
6. Making Decisions Too Slowly
In retail sales, I’ve seen how indecision can paralyze a team. Whether it’s delaying a new promotion strategy or taking too long to coach missed behaviors, slow decisions frustrate employees and cost opportunities. Timeliness and decisiveness are essential to maintaining momentum and credibility.
How to Avoid This Mistake
1. Set Deadlines for Decisions: Commit to timelines and stick to them. It forces focus and prevents overanalysis.
2. Simplify Choices: Zero in on the most critical data points and avoid overcomplicating decisions.
3. Adopt a Growth Mindset: Accept that not every decision will be perfect, and mistakes are opportunities to learn.
4. Empower Team Input: Delegate smaller decisions to team members and solicit their insights for more significant ones.
How do I overcome decision paralysis?
Focus on progress, not perfection. Make the best decision with the information you have, and don’t let fear of mistakes stop you.
How can slow decision-making affect my team?
It leads to frustration, missed opportunities, and eroded confidence in leadership. Quick, thoughtful decisions keep projects moving and build trust.
Conclusion
Leadership is a journey, and mistakes are part of the process. What matters is how you learn, grow, and adapt. By setting clear expectations, embracing open communication, and empowering your team, you’ll foster trust, engagement, and sustainable success. Remember, great leaders don’t avoid mistakes. Instead, they use them as stepping stones toward better leadership.
💡 What leadership challenges have you faced? Let’s connect and share insights.
I’m Eric Boettner, a data-driven sales executive with 20 years of experience leading high-performing teams across multiple industries. From NASCAR sponsorships to driving telecom sales at Spectrum and AT&T, I’ve consistently delivered results through innovative sales strategies & go-to-market plans. I’ve had the privilege of leading teams of 450+ employees across six states, developing growth-focused programs that resulted in a 62% year-over-year increase in mobile sales – all with record breaking (low) employee attrition rates.
I thrive in fast-paced environments, where I can combine my passion for data analytics and team engagement to optimize performance and uncover new opportunities. My leadership style focuses on creating inclusive, growth-oriented cultures, and I’m all about bringing strategy to life through actionable execution in the field. I believe in the power of people, the insights data provides, and the impact a clear vision can have on a team’s success.
I’m here to help power teams that don’t just meet their goals—they crush them.
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