We have heard a number of times that 'Employees don’t leave Companies, they leave Managers'. Study after study shows that the number one reason people quit their job is due to a bad boss.
Here are the attributes of the bad boss that leads to attrition and taking the cream talent and motivation from the workplace, Thus affecting the vision, mission and success of any business.
A bad manager's motivational tactic is to threaten people's jobs. A leader should be the teacher and find ways to help people improve. Managing by fear makes employees resent the company. Office politics kills morale, and leaders should be doing things to prevent it, not perpetuate it. Help create a positive environment where people want to come to every day.
2) Extreme micro-management
Nobody likes to be micromanaged. Be a leader, someone that your employees admire, rather than trying to control them at the micro level.
Inspire by leading by example with your work ethic, integrity, and by treating both employees and customers with respect.
Nothing makes people's self-worth at work decline faster than taking away their voice and ability to feel like they're being heard. Hear their voice, let the best come out from each end. A collective talent can only raise the company’s bar of success.
4 ) Bias against action
There are always plenty of reasons not to take a decision, reasons to wait for more information, more options, more opinions. But real leaders display a consistent bias for action. People who don’t make mistakes generally don’t make anything.
5 ) Secrecy:
“We can’t tell the staff,” is something I hear managers say repeatedly. They defend this position with the argument that staff will be distracted, confused or simply unable to comprehend what is happening in the business. If you treat employees like children, they will behave that way — which means trouble. If you treat them like adults, they may just respond likewise. Very few matters in business must remain confidential and good managers can identify those easily. Excessive secrets make companies political, anxious and full of distrust.
“I know she’s always late, but if I raise the subject, she’ll be hurt.” An inability to be direct and honest with staff is a critical warning sign. Can your manager see a problem, address it headlong and move on? If not, problems won’t get resolved, they’ll grow. When managers say the staff is too sensitive, they are usually describing themselves.
7) Preference for weak candidates:
Here is a short story - A manager interviewed three people. One was clearly too junior, the other rubbed everyone up the wrong way and the third stood head and shoulders above the rest. Who did our manager want to hire? The junior. She felt threatened by the super-competent manager and hadn’t the confidence to know that you must always hire people smarter than yourself.
8) Allergy to deadlines
A deadline is a commitment. The manager who cannot set, and stick to deadlines, cannot honour commitments. A failure to set and meet deadlines also means that no one can ever feel a true sense of achievementInability to hire former employees: I hired a head of sales once with (apparently) a luminous reputation. But, as we staffed up, he never attracted any candidates from his old company. He’d worked in sales for twenty years — hadn’t he mentored anyone who’d want to work with him again? Every good manager has alumni, eager to join the team again; if they don’t, smell a rat.
9) Long hours
In my experience, bad managers work very long hours. They think this is a brand of heroism but it is probably the single biggest hallmark of incompetence. To work effectively, you must prioritize and you must pace yourself. The manager who boasts of late nights, early mornings and no time off cannot manage himself so you’d better not let him manage anyone else.
Warning: Any one of these behaviours should sound a warning bell, More than two ---sound the Alarm!