Steve Hallam, PageGroup's MD, reveals top 5 people management fails

Given that we are working longer – both in terms of hours and age – it is inevitable that most will, at some point, find themselves in a management roe.

The recruitment industry prides itself on the mainly autonomous nature of its work, but that doesn’t mean that adept management is any less vital.

Accordingly, Recruitment Grapevine spoke to Steve Hallam, Managing Director at PageGroup, who revealed his top five people management fails.

Failing to give clear direction or constructive feedback

“As a manager, the first thing you must get your head around is the fact that your success is now judged on your own work and the work of those you manage. The expectation is that you lead and empower people to deliver results, but how? If you are too strict or too flexible with direction and expectations, teams could flounder and lack confidence in both your ability to lead and their own ability to follow. If your feedback is critical rather than constructive, you could risk demotivating team members and jeopardising results.”

Failing to balance your management

“Managers often fall into two polarised traps when dealing with people: over and under-managing. If you are under-managing, you might believe a direct report is more than capable of doing a great job so therefore needs less guidance. Over-managing – constantly checking on an employee’s progress and unnecessarily following up on work – can show just as much of a lack of confidence in your own abilities as in your direct reports.”

Failing to get to know your employees as individuals

“When busy at work, meeting deadlines and managing clients can take up so much time that you find yourself interacting with colleagues on a professional-only level. Professionalism is essential in business, but a team’s health is also influenced by how well they work together on a personal level. Managers who fail to get to know colleagues as people could inadvertently build a professional barrier that impacts interaction, communications and potentially leads to insensitivity.”   

Failing to push your employees or encourage ambition

“Managing someone else’s progression can be difficult, so it’s no surprise that failing to push employees enough is a common mistake. Without active encouragement from managers, employees can become complacent, content with an easy pace of work or bored with the routine and lack of opportunity.”  

Failing to understand your employees’ working styles

“Different people have different ways of working, communicating and achieving results. When tensions rise in a work environment, it’s often due to people not seeing eye-to-eye. According to the founder of the PAEI management model, Dr Ichak Adizes, workers fall into four distinct categories: producers, administrators, entrepreneurs and integrators. If you don’t know which type of worker you are managing – or vice versa – you risk approaching them in the wrong way or causing unnecessary conflict.”

 

Join us next month, where Hallam will reveal how to overcome these fails...

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