Forget Hiring Great People Until You Fire Your Lousy Managers

Forget Hiring Great People Until You Fire Your Lousy Managers

February 11, 2019
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We’ve all been there, working for a company that you love, but you just can’t stay. Why? Because of how ineffective your manager’s skills are or how undermining they can be. Here’s a shocking statistic: more than one in two Americans have left a job to get away from a toxic boss to find happiness elsewhere, according to a Gallup poll.

Instead of allowing fear and resentment to build in your employees, acting quickly to change the situation is a must. There’s no need to worry if the entire team will fall once the manager is dealt with. In most circumstances, employees will work harder and be happier once the manager that has brought them down for so long is gone.

Qualities of an Ineffective Manager

Sometimes recognizing a lousy manager can be easy, while other times it will take employees speaking up for you to see the problems. Below are a few examples of how managers can change the dynamic of their team and effectively put a damper on your company.

Micromanaging: Most new or recently promoted managers don’t realize they are micromanaging their teams until it is too late. Instead of providing guidance and allowing their team to produce, they will pick apart every ounce of work or take over and finish the work themselves.

Closed-Minded: An effective leader will listen to the opinion of their team and, where possible, implement useful ideas for the better of the company. When a manager believes only their opinion matters, the views of others will be of little interest to them. It can cause disagreements throughout the team dynamic and potentially lead to a hostile environment.

Doesn’t Set Clear Goals: A team without clear expectations from their manager will not be able to work cohesively towards a goal. They will either be working in whatever direction they think is best or barely working at all without any direction.

What To Do Next

Now, the only two options you have are to either work with the manager to try to improve the situation or release them. If you choose the first option, have an in person meeting with the manager to discuss what you see that isn’t working and train them to become a more effective leader. Be sure to periodically check with their team to see if there has been any improvement by utilizing employee engagement surveys or asking them directly.

If no improvements have been made, the time will come to either demote or fire them. Not only is it bad for business to keep them in a power position, but your reputation can decline too. The best businesses only have the best leaders.v

~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved

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