How to be a Bad Manager

You may be surprised at what makes up a bad manager.  It isn’t just someone who yells all the time but much more.  Let’s take a look and see if you re guilty of any of these examples.

Not seeing employees as people:  Employees are not just numbers, they are people.  Working for you is just a part of their life not their whole life.  Make a personal connection with all your employees who work under you or who are on your team.  Remember your manners and say please and thank you when asking them to do something.  Knowing something about your employees will make you a better manager that is responsive to their employee’s needs.

Failing to provide clear direction:  If your employees don’t know which direction they are going in, how can they succeed?  People need to know what you expect from them.  Specific goals and how to accomplish them are important.  If they have a set goal, then they will have a sense of accomplishment when the goals are met.  If you achieve a balance that allows you to lead your employees and provide direction without being a micromanager, they will be much happier.

Being a micromanager and nitpicker:  If you’re the type of manager that has to look over everyone’s shoulder and nitpick…STOP!  It gives the impression that they can’t be trusted to do the job and it undercuts moral.  Constantly checking on someone, watching them and yelling at them will not produce the results you want.  Delegate the work and then back off.  Have check in points to see how they’re progressing and then give them the freedom to do their job.

Listening but not hearing:  Employees have opinions.  Listening and hearing is an active skill that defines a good manager.  When employees feel that they have been heard, then they feel important and valuable.  Getting feedback on important issues and then implementing that feedback into the decisions being made will make employees feel empowered.

Not treating all employees the same:  Showing favoritism to one employee over another one is a sure way to cause issues.  Employees have to feel that they are getting equal treatment and respect.  If they think there is favoritism then it destroys teamwork, slows productivity and causes ill will. 

Not taking the blame:  When a project fails or a customer is lost, you blame your employees instead of shouldering the blame.  If you’re a manager, then you need to take responsibility for whatever goes wrong in the areas that you manage.  Your employees will lose all respect for you and will never trust you again if you fail to do so.  When you don’t take responsibility and blame an employee for something that is clearly your fault, you put your career in jeopardy not the employee’s.

Not making training available:  Continued learning is the sign of a strong company.  If your employees are updated on the latest in technology, they will do a better job and will feel more confident at their position.  Every level can benefit from this not just entry level positions.

Managing people is a learned skill.  If you are a compassionate, caring manager who brings out the best in people, then you will be someone who people will want to work for.