This Tip explores the qualities of bad managers that result from a lack of necessary management skills and have dire consequences.
“People don’t leave bad companies, they leave bad managers.” Marcus Buckingham.
Most Managers Aren’t Born Bad But They Struggle
Most managers aren’t born bad. “Too often, the title of manager is doled out as a reward for tenure and connections, for solid performance that demonstrates no particular ability to deal with people.” (Rodd Wagner and Jim Harter).
Through no fault of their own, these managers have not had the opportunity to develop management, emotional intelligence, and interpersonal communication skills. And without these skills, it is likely that they are struggling to perform effectively.
Qualities and Consequences of Bad Managers
Managers who lack the necessary skills can exhibit the qualities of a bad manager who:
Destroys Employee Trust and Motivation
1.Takes credit for successes and blames failures on employees. Destroys employee trust..
2.Doesn’t recognize or appreciate employee performance. Employee motivation suffers.
Muzzles Employee Creativity and Decision Making
3.Muzzles employee independence and creativity.
4.Distrusts employees. Shackles employee decision making.
Employee Engagement and Performance Deteriorate
5.Plays favorites. Employee engagement deteriorates.
6.Gives unclear directions and has unrealistic expectations. Impairs employee performance.
Employee Morale, Productivity and Retention Decrease
7.Stays inaccessible and avoids difficult conversations. Employee productivity declines.
8.Lacks empathy or compassion. Employee morale, productivity, and retention decrease.
Doesn’t Listen to Employee Suggestions and Respect for Manager Declines
9.Doesn’t listen. Employee feedback and suggestions for improvements go unheard.
10.Doesn’t lead by example. Employee morale, performance, and respect for the manager degenerate.
Wastes Employees’ Time and Destroys Their Sense of Safety
11.Lacks humility and self-awareness. Wastes employees’ time and resources.
12.Instills fear. Destroys employees’ sense of safety and security, and performance suffers.
Employee Engagement Goes Down, While Resentment and Burnout Rise
13.Ignores poor or toxic performers. Employee engagement and performance go downhill.
14.Can’t be counted on to act or follow through. Employee resentment and attrition rise.
15.Demonstrates inconsistent values. Increases employee burnout.
Poor managers leave a lot of devastation in their wake.
Employee engagement, performance, and retention suffer.
This has a terrible impact on organizational profitability and sustainability.
Question: Can your organization live with these consequences? If not, give them the knowledge and skills they need to be effective.
If your organization is suffering the consequences of poorly skilled managers, please book a call to discuss a practical skill-building management development program. https://laurelandassociates.com/contact/
May your learning be sweet,
Deborah
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