“People don’t leave bad companies, they leave bad managers.” Marcus Buckingham.
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.
Managers who lack the necessary skills can exhibit the qualities of a poor manager who:
- Takes credit for successes and blames failures on employees. Employee trust is destroyed.
- Doesn’t recognize or appreciate employee performance. Employee motivation suffers.
- Employee independence and creativity are muzzled.
- Distrusts employees. Employee decision making is shackled.
- Plays favorites. Employee engagement deteriorates.
- Gives unclear directions and has unrealistic expectations. Employee performance is impaired.
- Stays inaccessible and avoids difficult conversations. Employee productivity declines.
- Lacks empathy or compassion. Employee morale, productivity, and retention decrease.
- Doesn’t listen. Employee feedback and suggestions for improvements go unheard.
- Doesn’t lead by example. Employee morale, performance, and respect for the manager degenerate.
- Lacks humility and self-awareness. Employees’ time and resources are wasted.
- Instills fear. Employee’s sense of safety and security is destroyed, and performance suffers.
- Ignores poor or toxic performers. Employee engagement and performance go downhill.
- Can’t be counted on to act or follow through. Employee resentment and attrition rise.
- Demonstrates inconsistent values. Employee burnout increases.
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.
May your learning be sweet,
Deborah
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