The areas of improvement for managers means that some of your management skills are lower than expected for a manager’s role. So, it is necessary for additional coaching and training to develop the right skills to help you carry out your duty as a manager more effectively.
How to Improve as a Manager?
To improve as a manager depends on you being open to learning new skills. There are many common areas of improvement for managers you need to work on every day to become better at your job. So below are:
14 Key Areas of Improvement for Managers
The 14 Areas of Improvement for Managers Examples in detail:
1. Demonstrating that you Know the Job
One of the most common areas of improvement for managers is showing your job competency without being arrogant. You must demonstrate by your words and actions that you know the job.
To have credibility, you must show that you understand what is going on in the workplace.
So, keep yourself organized all the time because your employees are always looking up to you to gain confidence and reassurance.
2. Using Your Authority Appropriately
One of the top areas of improvement for managers is to stop controlling everything your team members do at work. When you interfere in everything team members do, you are misusing your authority, and it is the hallmark of bad managers who lose good employees.
A good manager cannot use their position for self-gratification or control people. Instead, they use their authority with wisdom and sensitivity to the appropriateness of the circumstances.
3. Creating a Reciprocal Relationship
There are many areas of opportunity for managers to build strong relationships with their teams. Understand that your employees want to know a little bit about you and for you to know them.
And getting to know your employees doesn’t mean you get them into your office and interview them. It happens when you walk down to their work stations and talk to them.
Walking around the workplace and talking to people is something you must do every day.
Managers struggle to get on with their employees because they do not know how to create the right relationship. You need to build a balanced relationship that mutually benefits you and your team members.
4. Taking an Interest in Your Employees
Take the time and listen to your employees. Also, try and going out of your way to make every member of your team feel valued. Each of your staff members has concerns, ideas, and opinions about their work.
Making yourself available to listen if it is only for 30 minutes every day will show that you are interested in your employees. When you do not listen to your employees, it gives the impression that you do not have an interest in them.
So, try to find out what your staff members are doing every day. And be sincere to make them feel you are genuinely interested in them, you are not just prying.
5. Empowering Instead of Micromanaging
When you think of many pressing areas of improvements at work for managers, micromanaging comes out on top. A manager needs to be available to deal with complex issues your team members cannot solve on their own.
However, it is better to encourage your team members to try and solve their problems before coming to you for help. When a manager empowers employees, they become confident and creative.
Always make sure that your employees try to solve the problems on their own before coming to you. By doing that, you will empower them to feel good about what they can do without you getting involved.
6. Respecting your Team Members
The things your team members want from you are few. Why do you not greet a member of your staff when you meet them in the morning? People want to feel respected, and one way to show respect is by greeting someone.
Regardless of your position and the job title, you are no better than others working under you.
It takes no effort to be decent and greet your team members when you bump into them. Understand that without them, you cannot achieve anything, and crucially, you are responsible for setting the tone of the culture you manage.
7. Don’t Wait for People to Fail and then Give Feedback
Regardless of how talented a person is, they can still make a mistake and sometimes without knowing it. People want to become better employees.
The less performing member of your staff needs to improve. Your inconsistent employees need to become consistent.
Employees want to know how they are contributing to the company. It is the responsibility of a manager to let employees know what is going on in the company.
If you cannot make your employees understand how they are performing, how do you expect them to improve?
Don’t wait until something serious happens to give feedback. If you want your team members to improve their work performance, you will need to meet regularly with each person and give them feedback.
Also, remember that most employees do not want to receive feedback that has been filtered to sound good. They need all information, good and bad ones to take appropriate measures so that they improve the right way.
8. Involving Your Staff in Key Decisions
Avoid focusing only on what your team members are doing wrong and pay attention to what they can do. Your primary responsibility as a manager is to help your staff members putting their skills and qualities to better use. So, involve them in making decisions and value their input.
Remember that there is no one-size-fits-all in management. As a manager, you cannot treat all your staff members the same and expect that everything will work out somehow fine. You need to manage each person in a unique way that brings the best out of their abilities.
Read more: 16 Character Traits of a Hard Worker
9. Honouring your Commitment
Your staff members expect you to be consistent in how you reward people, how you discipline people, and what you expect out of their work ethic. Employees want to know that when you say something, they can count on it to be true.
They want you to be truthful in the manner that if you say something will happen, it happens.
Sometimes things get tough for a manager and then force you to change direction from the original plan. That is understandable. But, once you say you are going to do something, better do it.
It could be small things that can slip your mind, but these perceived little things could be your employee’s big things.
So, if you have a habit of ignoring things that are important to your employees, you are breaking down the trust of your team. People will not trust you if they find your actions are inconsistent with your words.
10. Be the Right Example for Your Staff Members
“To be the right example for your team members means being a role model in your behavior and values.” Your words must match your actions. If you ask someone to do something, you must be willing to do it too. You have to be a leader.
Your team members cannot hold themselves accountable when you have a “Do as I say, not as I do mentality.” That is hypocrisy, and no one wants to work with a boss who is a hypocrite.
So, don’t ask your staff to do things that you are not willing to do yourself. Your actions and words must match. If you want people to own their work, set a good example they want to see.
11. Tolerating Honest Mistakes
Good employees get bored doing the same thing over and over. So, they try to be creative all the time, and that can lead to making mistakes.
When people make honest mistakes, you do not have to punish them for trying out something new. Be loyal to your team and make it clear you will stand by them.
You can always discuss with your team what went wrong and how they can avoid it next time. By doing so, you are showing your team that your loyalty lies with them in their effort to succeed.
12. Don’t Ignore Poor Performers
Good employees want to see you dealing with people who do not perform, but sometimes they do not want to speak up. If you need to keep your good people, do not ignore persistent poor performers.
You must notice when someone is struggling with their work and address underperformance issues head-on instead of allowing them to continue.
Some of the actions you can take include coaching poor performers or reassigning them to a different job that suits them, but there is no point in allowing an employee who persistently fails to continue. Do not let poor performers demotivate the rest of your team.
13. Being too Nice
There is nothing wrong with being nice to your employees, but being too nice is going to cause some challenges. One of the problems with being too nice is that you tend to avoid confrontation.
A manager must talk to team members about what is not going right, and that means they might get angry with you.
You may try to avoid annoying one employee, but then your other employees are noticing that someone is getting away with things. When you are timid about bringing issues up so as not to upset an employee, you create more problems for yourself.
So, why should they behave or do differently from that employee you cannot confront. It is not a bad thing to confront an employee who persistently misbehaves or fails to get the job done.
It is not a personal thing. You are just dealing with an issue. You do not have to yell or scream, just point out the issues.
14. Helping People to Progress
It is unlikely that everyone on your team will stay with you forever. Talented employees have ambitions and goals they want to achieve. To achieve their goals could take months or even years, but at some point, they want to do something else.
As a manager, it is your responsibility to make your team member’s career path visible. You must show them how they can go from one place to another and then provide support so that they get there.
In other words, you are a stepping stone for your employees to get somewhere, and do not fear that. It is an achievement to become part of your employee’s success.
To be a better manager, you should know how to change your people’s state of mind. It is changing from a negative state of mind to a positive one or changing an employee who is frustrated to become passionate.
If you can influence your people and get them to change their attitudes, you are going to get the right result.
If you manage people with an iron hand, you instill fear in them. But remember that no one is going to do the best job when they are afraid. They will comply to avoid the negative consequences but certainly are not going to put in their best effort.
When you bully your member of staff, the best you can hope for is compliance. You will never get the best from your employees if you do not respect them.
Set your expectations high, but also make sure they are achievable. If you only expect mediocrity, that is what you will get.
Set the standards and lead by example. If your employees see you working hard, it will be difficult for them to perform below the standards.
What areas of improvement for managers examples would you like to share? Please leave your thoughts in the comment box below