Three mistakes salaried workers make when managing people

When a salaried worker works in a company, he eventually takes a position called a manager. Management refers to “the office of having subordinates and managing people”. Being a manager is a big change in the life of a salaried worker because you will be in a position to manage other people from the position of being managed.

At this turning point, many people may be worried that “I actually became a manager, but I don’t know how to become a good manager.” or “Are you trying to be a good manager, but not going in the wrong direction?”.

There are some common mistakes when managing your staff. Here are 3 common mistakes you make when trying to be a good manager: “I have to motivate my staff.” “You have to build a team from scratch.” “We have to make the team feel good.”.

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What is “to manage one ― manage one”?

What does “to manage one ― manage one” mean in the first place?

For example, you may want to build a team from scratch, motivate team members, and improve the team atmosphere. But you don’t have to do that.

Management refers to the management of the company’s assets, such as people, goods and money, with the aim of maximizing the company’s profits. The same goes for managing people, whose ultimate goal is to maximize the organization’s work performance. It’s not like people in the organization work comfortably.

Of course, there are cases where people in the organization work comfortably and produce results. However, in an organization where there is no pressure and where there is a lot of slack, employees are just doing their work slowly, so they don’t work efficiently. Feeling good is an abstract expression that can lead to the misconception that “an organization relaxed without pressure”.

On the other hand, the team relationship is bad, but sometimes results come out. It’s a pattern in which internal conflicts work well and produce results. For example, “A section chief and B section chief are always quarreling, but the tension of the whole department is kept and everyone works well.”.

This “to manage one ― manage one” can be wrong if you only have abstract images. Again, understand that managing people maximizes your company’s revenue.

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Mistake that “You have to build a team from scratch.”

With this understanding, we will identify mistakes that new managers are likely to make.

When you become a manager, there are people who misunderstand that “You have to build the organization from scratch.”. But you don’t have to.

If you’re an entrepreneur, you have to start by attracting people. At this point, it is not easy to identify people. However, if you are a salaried worker, you already have a foundation for the organization. In most cases, there are people who match the level of the company, and they are given the necessary number of people to achieve the organizational goals. You can find organizational problems, improve them, and make them work better.

For example, a manager is like a car mechanic. They find out where there is a defect in a given car, and put lubricating oil or replace parts as a countermeasure. Find out how you can get the most out of it and get the most out of it.

In other words, you basically have everything you need and try to find out if you need to fix it a little. You never have to build a car from scratch.

Some organizations do not require managers

Management may also be unnecessary. In other words, if you’re lucky, you already have a perfect organization, and you can get things done without doing anything. In that case, however, you will not have the opportunity to demonstrate your abilities as a manager.

A skilled manager is someone who can use people with problems successfully and achieve their goals. In other words, you can’t help thinking, “To become a skilled manager” with people who have few problems in the first place. If you get results, you can choose to do nothing.

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Misunderstanding that “I have to motivate my staff.”

To be a good manager, “I have to motivate my staff.” is also a mistake.

Even if all of your subordinates are not motivated, you can get results at work. Your goal is to get the most out of your team’s work, so don’t confuse it with “To motivate subordinates.”.

There are a lot of people who don’t seem motivated, but do their jobs well. That’s why managers need to maximize their talents, rather than motivate them all.

It’s wrong to try to please your subordinates

In some cases, people view managing people as “the act of appeasing your subordinates”. But this is also a mistake.

For example, Steve Jobs, the creator of the iPhone, is best known for invading his employees. But he’s left behind big names like Apple, which created the Mac and iPhone and made a huge contribution to the development of the IT world, and Pixar, which created the world’s most popular 3D animation “Toy Story”. “Let your people act anyway” is another way of managing.

Another strategy is to dare to say harsh words to your subordinates. It is effective for people who want to look back.

In other words, the best way to get people to do what they want is different. It’s important to predict how people will react. Each person has his or her own strengths and weaknesses, and it is a good way to manage his or her subordinates by changing his or her response to suit his or her personality.

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I can’t satisfy everyone

The basis of management is to give each subordinate appropriate duties. We maximize the performance of our work as a group by providing work that suits each individual’s abilities.

But you should think that that alone will not satisfy all your subordinates. Some people complain no matter what job they are given. They need to take a different approach.

For example, let’s say there is A who always complains. For A, “measure of satisfaction” is not about the job but about “How much care your boss gives you when you work”. In this case, the way to deal with it is to ask Mr. A about his work situation in detail.

There’s no “to be liked by all ― be liked by all” or “Everyone agrees.” way to work. Managers should understand that the more subordinates they lead, the more “I can’t satisfy everyone.”. So, in order to maximize the performance of your organization’s work in your limited time, it’s important to “Think about who to approach and how to approach”.

For example, let’s say there are two people under you, Mr. A and Mr. B, who complain so much. Even if you do the same care, the one who should use your limited time is the one who is more capable. This is real human management.

Misunderstanding that “We have to make the team feel good.”

“We have to make the team feel good.” is also a mistake.

What is a good atmosphere in the first place? Do you imagine your subordinates working happily and happily? However, this is not the case.

As long as it is a business, it is natural that there are complaints and arguments with each other. Rather, we should think that a better organization can be created from the structure of confrontation. Confrontation can lead to great results if you use rivalry well.

For example, let’s say that young Hope A and B are on bad terms. You should pay attention to this conflict structure. You have two people prepare a presentation and compete for your organization’s main project, and you have the organization members evaluate it.

The winner can gain confidence and make a good presentation on the actual stage. The loser will strive for the next opportunity, saying, “NEXT TIME…”. The way they compete has a positive impact on the members of the organization.

You need enemies to work

Humans have a “It is only when there is an enemy that one becomes motivated.” nature. If you can notice this, you can use people to achieve great results.

For example, your company may have several competitors. In that case, you should target one company and your organization’s goal is to win. Creating a clear image of the enemy will boost morale.

On top of that, it’s up to the manager to find out what he thinks is really bad for the team’s work and remove it.

For example, Mr. A, who can’t improve the way he works no matter how many times he is careful, loses motivation to work and affects the team badly. If this doesn’t work, you should talk to your boss and remove them from the team.

Managing people like this can lead to big mistakes if you think wrong. We need to think about “What is the most effective way to treat your subordinates?” from the perspective of achieving results. So if you have a deep understanding of people and relationships, you can be a good manager.

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