Managing people isn’t easy. In fact, it’s one of the trickiest parts of running a successful business. Whether you’re leading a small team or managing an entire department, the reality is that people management is a skill set—a discipline that takes time and effort to master. It’s not something you can just wing. If you don’t devote the time and energy to learning how to do it well, mistakes are bound to happen. And those mistakes can be costly.
Here are some of the most common mistakes managers make when leading their teams—and, more importantly, how to fix them.
1. Setting Vague or Unclear Expectations
One of the biggest mistakes in people management is failing to set clear expectations from the start. If your team doesn’t know exactly what’s expected of them, how can they possibly meet or exceed those expectations? Vague goals lead to confusion, missed deadlines, and frustration.
The fix: Be specific. When setting goals or assigning tasks, make sure your team knows exactly what success looks like. Clear communication is key here—be sure to define the outcomes, deadlines, and any metrics for success. This will set your team up for success and help avoid misunderstandings down the line.
2. Failing to Manage Accountability Regularly
Even with clear expectations, things can go wrong if accountability isn’t managed on a regular basis. It’s easy to assume that once you’ve assigned a task, your job is done. But without follow-up, progress can stall, and problems may go unnoticed until it’s too late.
The fix: Make accountability a habit. Regular check-ins are essential, whether they’re formal meetings or quick, informal chats. Ask for updates, provide feedback, and address any roadblocks early on. This ensures that everyone stays on track and problems don’t snowball.
3. Over- or Under-Managing People
This is a classic mistake. Some managers micromanage their teams, suffocating creativity and independence. Others give their employees too much freedom, leading to confusion and lack of direction. Striking the right balance is critical.
The fix: Tailor your management style to the individual. Some people need more guidance, especially if they’re new or tackling something unfamiliar. Others thrive with more autonomy. Get to know your team members and adjust your approach based on their needs. This helps create an environment where people can thrive without feeling either stifled or unsupported.
4. Tolerating Poor Performance
It’s easy to let poor performance slide, especially if the issue seems small or if the employee is generally likable. But over time, tolerating underperformance drags down the entire team and sends the message that mediocrity is acceptable.
The fix: Address poor performance head-on. Don’t wait until things have spiraled out of control. Have honest, constructive conversations with underperforming team members. Give them the chance to improve, but make it clear that improvement is necessary. If they can’t meet expectations, tough decisions may need to be made, but ignoring the problem isn’t a solution.
5. Not Recognizing Poor Performance Until It’s Too Late
Sometimes, managers aren’t even aware of poor performance until it’s already become a major issue. This can happen when there’s a lack of communication, inadequate performance tracking, or simply not paying close enough attention.
The fix: Stay involved. Regular check-ins and performance reviews are crucial, but so is observing day-to-day work. Pay attention to the quality of the work your team is producing and address issues as soon as they arise. Early intervention can prevent small problems from becoming big ones.
6. Hiring the Wrong People for the Role
Hiring is hard, and it’s not uncommon to bring someone on board who seems like a good fit initially, only to realize later that they’re not right for the role. This can be costly, both in terms of time and resources.
The fix: Invest in the hiring process. Take the time to clearly define the role and what’s needed for success. Ask specific, role-related questions during interviews to make sure candidates have the right skills and mindset. And once someone is hired, have a plan for early feedback and assessment to catch any potential issues before they become major problems.
7. Inheriting the Wrong People for a Role
Sometimes, you don’t hire the wrong person—you inherit them. You may take over a team and realize that certain members aren’t the right fit for their current roles. It’s easy to avoid addressing this, especially if the employee has been with the company for a long time.
The fix: Don’t be afraid to make tough decisions. If someone isn’t performing in their current role, it’s better to address it sooner rather than later. This doesn’t always mean letting them go—sometimes, a role change or additional training can solve the problem. But if that’s not an option, you may need to consider parting ways.
8. Mismanaging the Headcount Budget
Another common issue is mismanaging the headcount budget. Whether it’s over-hiring or under-hiring, not properly aligning your budget with your team’s needs can lead to inefficiency and wasted resources.
The fix: Be strategic with headcount. Before adding more people to the team, evaluate whether you’re using your current resources effectively. Could productivity improve with better processes instead of more people? And if you need to reduce headcount, do it thoughtfully to avoid overburdening your remaining team.
9. Failing to Adapt to Changing Circumstances
Business environments change constantly, but teams often don’t adapt quickly enough. Whether it’s market shifts, new technology, or changes in customer needs, sticking with the same team composition in a rapidly changing world can leave your business behind.
The fix: Stay flexible. Regularly assess whether your team’s current makeup fits the evolving needs of the business. Be proactive about reorganizing, retraining, or hiring to stay competitive and aligned with your goals.
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People Management Is a Skill Set
Managing people isn’t just something you figure out as you go—it’s a skill, and like any skill, it can be learned and improved over time. But it takes effort. You need to invest time and energy into learning how to manage a team effectively if you want to be good at it.
The good news is that it’s totally possible to become a great manager if you’re willing to put in the work. By avoiding these common mistakes and continuously refining your people management skills, you’ll create a stronger, more successful team.
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