First 30 Days Blog

01 sep

6 Habits of Bad Managers

RobertCordrayMoving into a management position is often the next step on a career path, but many employees find that they are not naturally disposed to the new responsibilities a management position requires. Being a good manager requires wearing many different hats and maintaining a balance between pleasing bosses and pleasing subordinates. Often the added pressure will cause managers to develop some bad habits that lead to ineffective leadership and a negative work environment.

1. Hiring Second-Rate Employees

Managers need to be skilled in the field they work in, but many managers make the mistake of thinking that they need to be smarter than everyone they work over. This can often stem from pride or a sense of insecurity. These managers tend to quash their employeesí creativity and ingenuity and may insist on being right even though the best decision for the company goes against their own ideas.

Over time, these managers will tend to hire employees who will be subordinate to their ideas and donít threaten to show the manager up. The problem with this is self explanatory: the company will be left with mediocre teams that rely solely on the ideas of one person. Instead, managers should seek out the most skilled employees possible and draw on the expertise from everyone to get the best business results.

2. Being a Bully

While occasionally a workplace will see a single manager that bullies his or her subordinates, bullying tends to be part of a wider company culture that is either prevalent or tolerated. Many managers will become a bully that abuses employees verbally or even physically when they have too much pressure placed on themselves from their own managers. This type of negative culture leaves all employees in a state of fear because even if one employee hasnít been yelled at, they are left wondering when it will happen to them. Staff that live in fear cannot put forth their best effort and be creative nor can they trust their managers enough to come to them with a problem.

3. Focusing on Numbers not People

Managers have to wear many different hats, and often that means carefully managing a budget and getting certain productivity numbers. Since these numbers are often used to evaluate managers by their own boss, some managers will forget to manage their people and sit and crunch numbers all day. The problem is subordinates are rarely motivated by getting a certain number set each week, and if all they hear from their manager every week is a numbers report, they will quickly check out of their job or get frustrated from the lack of direction.

4. Not Giving Credit

It can be easy for managers to take all of the credit for the success of a project at meetings, but failing to acknowledge the contributions of subordinates makes you look dishonest and weak. Failing to express employee appreciation for outstanding accomplishments will quickly lead to discouragement and mediocre employees who feel there is no reason to put in an extra effort. The same goes for only criticizing employees or placing all of the blame on them when a project goes south.

5. Not Delegating

Whether they are unwilling to trust a subordinate with an important task, or simply cling to responsibilities to communicate their importance, some bosses will simply not let their employees do their job, which is to do what the boss no longer has time for. Delegating tasks doesnít diminish your importance, rather it simply shows you have a lot of important things to do. Nit picking and micro managing is merely taking the fast road to discontent and is likely to backfire in the end.

6. Not Setting the Example

If a manager wants employees to show up on time and have a good attitude at work, they need to start by doing that themselves. Staff will follow the lead of their manager, so if they see their manager skirting the rules or not upholding company values, they are not going to take those values seriously or seek to uphold them themselves.

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Posted by Robert Cordray on September 1st, 2013 in General, Relationships | 0 comments Read related posts in , ,

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