1. Creating an imbalanced culture.

When you start out, you might be tempted to create the ultimate stress-free work culture. You might create an office with no set hours or unlimited vacation days, or you might go out of your way to make sure every person you hire becomes friends with everyone else.These down-to-earth, modern approaches to work culture are effective in improving job satisfaction and motivation, but only if they’re balanced with structured rules and professional expectations. Remember, your work culture needs to be balanced.

 

      1. Hiring too quickly.

A large multinational business with 100,000 employees can afford to make a handful of bad hiring decisions, but a startup with an initial team of five can’t afford that same luxury. As a new entrepreneur, you’re understandably and appropriately excited to get things moving as fast as possible, but you can’t rush your initial hiring decisions.

 

Your first-round team members will be the ones carrying you through the early stages of your business’s development, and their skills, motivations, and personalities will ultimately determine whether your course succeeds or fails. Take your time, vet your candidates carefully and only make a decision once you’ve spent serious time considering your options.

 

      1. Failing to give feedback.

Feedback is what keeps your employees going, and what helps keep them pointed in the right direction. Feedback helps you reinforce positive work habits, gradually eliminate bad work habits and keep your employees motivated all at the same time. Without that feedback, your problems will escalate, your workers could go off-course and morale will inevitably drop.

 

 

      1. Neglecting the individual.

It’s easy to think of your staff as “your staff” or as “your team,” because they are — you hired each of them and you expect them to work together under the identity of your brand. But each of those people you hired is an individual, and is wholly unique from the other individuals you hired. Each one has unique strengths, weaknesses and a style of work that demands an individualized management approach.

 

Trying to use the same management strategy for all your employees — such as motivating them the same way or providing feedback in the same way — is an egregious mistake, and it’s unfortunately one I see often in the world of entrepreneurship. Give your employees individual attention, and transform your strategies to serve them.

 

      1. Not letting people do what they do best.

Hopefully, you hired these team members for a reason. You trust them to carry out the work they know how to do best, whether that’s making financial projections or writing code. If you’re going to be successful, you need to learn to let those people do their own work in their own way, and not distract them from those tasks. That means you can’t step in and do their work for them (even if your intentions are good), you can’t bog them down with work unrelated to their area of expertise and you can’t micromanage them when they already have a plan of attack. It’s your job to set direction and assign tasks, but for the most part, you need to trust your team to handle their own responsibilities and focus on the big picture.

 

Name of Author: Jayson Demers

Source: https://www.entrepreneur.com/article/247269