 |
|
« Mediating Employee Conflict | Main | How to Build and Motivate a Team »
January 20, 2009
Traits of a Bad Boss
The trials and tribulations that accompany working for a bad boss are manifold, from daily ups and downs to a growing fear of losing one's job. What qualities define a poor manager?
We're all familiar with the management courses human resource departments make available to aspiring managers, but what's the reality when it comes to managerial preparedness in the workforce?
A recent survey, conducted by Right Management suggests that unqualified managers are anything but rare. "Only 23 percent of new leaders or employees who have advanced from being individual contributors to supervising or managing others receive the coaching they need to reach their full development potential," according to the findings.
As if that isn't telling enough in terms of the future of organizational leadership, take a look at the breakdown when it comes to managerial training and support across North America: Only 29 percent of developing leaders, such as vice presidents, directors and managers, have access to senior-level coaching. This leaves 71 percent of developing leaders without enough job-appropriate training, hardly a comforting figure.
Still, the most unsupported and unprepared are the new leaders — those who will eventually, over time, fill the highest positions.
If you or your boss falls under the "new leader" category, there's a pretty high chance that you or your boss falls among the 77 percent of managers who don't receive training commensurate with the current position.
This doesn't necessarily mean that all untrained managers are unqualified. Many new leaders advance as a result of demonstrated qualities and abilities, but these traits may not translate into effectively managing people or working well with others, crucial points when it comes to upper-level management.
So what qualities define poor managers? Margaret Heffernan at Fast Company and David Silverman of Harvard Business' The Start-Up Diaries identify several common habits associated with bad management. Among them:
1) Poor Prioritizing: Bad managers not only fail to prioritize their own work, they also fail to prioritize yours. Also, managers who consistently work late or arrive early may be demonstrating an inability to manage their time or pace themselves; if so, letting them manage other people's time hardly seems like the logical next step.
2) Bias Against Action: A poor manager not only flip-flops when delegating important tasks, but changes his or her mind about everything. Ineffective managers delay making decisions (and thus action) as long as possible. This may mean fewer mistakes are made, but nothing risked means nothing gained.
3) Lousy Communication: In a recent survey of 150 senior executives, one-third of respondents said lack of open and honest communication with staff members tops the list of management missteps. Managers withholding information from staff can erode morale and destroy trust, while at the same time, not explaining the meaning of "make it better" is just poor direction.
4) Love for Procedure, Focus on Small Tasks: A manager's fondness for rules and ritual may be indicative of an inability to see the larger picture, to face unique issues with case-specific diplomacy. An unnatural attention to detail and the perfection of small tasks is often meant to distract from the fact that this person is unable to perform their actual job.
5) Over-Sensitivity: An inability to address a problem out of fear of upsetting someone is not a reason to shirk responsibility. In today's economy and resulting work environment, now is the time for strong leadership. An effective manager doesn't delay addressing an issue, but is able to do so with tact and empathy.
6) Preference for Weak Candidates: Hiring someone who is less qualified but also less intimidating than another candidate is a bad move. Good managers have the confidence to hire smart, confident candidates without feeling threatened.
So it isn't that the new leaders need more coaching in technical skills as much as they need guidance in how to approach the job and treat others.
The result of hiring unprepared managers or promoting employees to managerial positions without providing proper guidance: "Effective leadership development can ultimately make or break a company's performance," Steve Doerflein, Right Management's vice president for organizational consulting, said in a statement. "Without the right model delineating the specific capabilities of competencies required for effective performance, it's unlikely companies will be able to identify the best people and develop the crucial skills needed to achieve their goals."
Not only is company performance greatly compromised, so is company morale.
Despite feelings of malcontent as a result of poor management, the economic recession has led many disgruntled employees to stay at their jobs rather than actively seek new work. According to a recent survey by Lake Research Partners for Working America, "more than one-third of workers feel some pressure to stay with a bad boss because of the economy." Of these workers, full-time employees are almost twice more likely to stick it out with a bad boss than their part-time counterparts.
If companies care about developing their managers and employees, they must provide adequate resources. Unless new leaders have access to appropriate training and support, it looks like the grim 23 percent of supervisors and high-potential employees who do receive training will be a lonely group.
What qualities do you consider particularly bad in bosses? Let us know in the Comments below.
Resources
New Leaders Don't Get Coaching Needed For Success, According to Survey
Right Management, June 30, 2008
Ten Habits of Incompetent Managers
by Margaret Heffernan
Fast Company, Sept. 11, 2008
11 Habits of the Worst Boss I Ever Had
by David Silverman
The Start-Up Diaries (Harvard Business Publishing), July 26, 2008
...Five Best Practices For Leadership Competency Modeling
Right Management, Oct. 21, 2008
Bad Bosses Report
Working America
Lack of Communication With Staff Most Damaging to Morale
Accountemps, Nov. 6, 2008
Company Leaders Not Communicating With Employees On Financial Crisis
Weber Shandwick, Oct. 13, 2008
National Leadership Index 2008
by Seth Rosenthal, Todd Pittinsky, Sadie Moore, Jennifer Ratcliff, Laura Maruskin and Claire Gravelin
Center for Public Leadership - Harvard Kennedy School, Nov. 20, 2008
Earlier/Related
From Dictator to Dimwit: 12-½ Types of Bosses
Trackback Pings
TrackBack URL for this entry:
http://news.thomasnet.com/mt41/mt-tb.cgi/1815
|
Advertisement
|
Comment
6 CommentsInteresting article, Susannah. In my opinion, your #3, communication (or lack thereof), is one of the biggest problems not only in employee-manager relationships, but peer-to-peer workplace relationships as well.
CareerBuilder.com recently conducted a survey of over 8,000 workers and found that a whopping 43% of workers reported they have quit a job to get away from bad bosses. It's certainly a relevant issue, particularly in light of our current uncertain times. It is vital that leaders take extra care in restoring and lifting the morale of the employees who work so hard for them.
January 30, 2009 4:45 PMI agree that poor communication, at all levels, is one of the main factors contributing to problems in the workplace. Obviously, when a boss has major problems with communication, subordinates may feel intimidated or believe that they are facing a 'no-win' situation. The employee feels that they never quite know what to say or how to say it, when it comes to communicating with the boss.
Another characteristic of a bad boss (and I mean a very bad boss), not specifically mentioned in the excellent article by Nevison, is bullying. Unfortunately, the corporate bully is rather common in today's business environment. Although bullying may actually, and perhaps legally, fall under the category of employee harassment, the corporate bully does exist. In fact, I remember reading several articles in recent years (don't recall the references) dealing with this topic. Corporate bullying has become such a problematic issue for companies and HR departments, that many companies now require managers/prospective managers to complete sensitivity training (or similar classes)as a proactive measure, specifically to address this issue. To be fair, bullying is something that can obviously apply to any employee, not just managers/bosses. My point is that companies must be aware of this potential problem and take steps to eliminate bullying from the workplace.
February 4, 2009 1:13 PM
said:
Ron, you've touched on a severe, and scarily common, form of mistreatment in today's work environment. And as you noted, such behavior is not exclusive to managers or others in charge. We've touched on this issue before:
From the Playground to the Boardroom: Workplace Bullies http://tinyurl.com/d96b8l
The Civilized Workplace: No Jerks Allowed http://tinyurl.com/37qb7k
Thanks for weighing in.
Regards,
David, IMT editor
February 4, 2009 1:57 PMGood points and dealing with a poor boss can be more difficult when your boss's boss is weak as well. As pointed out, there is a tendency to hire someone weaker, so if there are various layers and options to switch are limited, being confrontational will really work against you. Keep your eye open for other opportunities (in or out of your current place) and do what you need to for the long term. A weak boss may not be the best reference, but more than likely they didn't fully understand what it takes to get something done in a timely & efficient manner. Sticking around as an example will not impress them, they are usually too absorbed in getting through the day and thinking no one notces their short-comings.
February 23, 2009 2:06 PMBad skills can be trained. A manager that is an outright socially dysfunctional freak cannot be corrected. This is more common than most realize.
March 17, 2009 8:59 AMA bad boss is not only,vision-blinded but,also he would necessarly be thick-minded.Under his bad mood,the work environment is likely to encourage corruption,which is a symptom of bad management that corrupt people wish no worse environment for their corrupt moves and practices.
February 5, 2010 9:21 AM
