A manager is often responsible for controlling or administering all or parts of a company. They set a positive example for their team and use their strengths to encourage their team to succeed.  

Whether you have been a manager or 2 years or 10, it is normal to feel like you do not have it all figured out. Managers are human and naturally they make mistakes.  

Here are 5 common mistakes to avoid with suggestions on how to create a better workplace within an organization:  

Improper Communication  

As a leader, you need to be sure you are communicating in a way that respects your team as people. It is important that your employees feel socially connected to feel safe and to think clearly and creatively.  

Be open and transparent while listening to your team – do not be stingy with information and talk to people in casual circumstances. As well, listen in a way that not only creates a shared understanding, but also proactively builds on relationships and trust. 

When you interact more frequently with your employees, you become more aware of the challenges and successes, big and small.  

Failing to build trust 

Think about trust in a proactive and conscious way. Make it clear that you are available and are showing an interest in each of your employees as a human being. Give glimpses of yourself about who you are and what you care about outside of work. Once you have established trust, be mindful of protecting and sustaining that trust you have built.  

Not only is it important to build trust between you and each member of your team, but it is also important to facilitate trust building opportunities amongst team members. Create opportunities for your team to get to know each other better and show an interest in each other’s personality, interests, or concerns.   

Not managing performance actively 

An essential part about being a manager is managing your team’s performance. Your whole team needs attention – not just the poor performers. Be clear on expectations and deliverables and do not let things go unaddressed if someone fails to perform their part. Accountability is crucial and you need to be explicit about expecting it from everyone.  

Whether good or bad, give feedback regularly to correct mistakes, improve performance, and allow your employees to thrive. People need to know what to keep doing and what to change, otherwise they become less dedicated or disengaged. Make sure your feedback is specific, timely and sincere.  

Failing to develop their people 

Research shows that the ability to learn and grow is roughly twice as important as getting a raise, and more than twice as important than the relationship with their manager. Make developing each member of your team a priority for your leadership to ensure each member reaches his or her full potential.  

As part of a team, look for areas of development and take the time to teach new skills. Have ongoing development conversations and check-ins about goals and ultimately create a plan together on how you can achieve it. Consider leveraging varying skill sets of different employees to everyone’s advantage by creating cross-training opportunities amongst your team members.  

Give your employees the opportunity to grow and be careful not to micromanage. Scale back your involvement to allow them to operate more independently while still offering an extra hand when necessary. Be the champion of your employee’s success!  

Not being authentic 

Vulnerability is often seen as a weakness however, managers who share their weaknesses and struggles are found to be most authentic, inspiring and easy to connect with.  

Emotionally intelligent leaders who are honest about their shortcomings and express their vulnerability appropriately at the right times to the right people will experience greater support from their followers. Being authentic and vulnerable with your team empowers them, stimulating collaboration and growth rather than fear, cover up and blame.  

Managing is hard work but important and so rewarding. It is never too late to enhance your management and leadership approach. By incorporating small changes, you can make a difference in performance, morale and engagement, while working towards being the best leader you can be.