We’ve all heard managers complain about employee performance. But is it really the employees or bad management?
LE reports, “Poor communication from Project Managers is by far the biggest problem I’ve encountered so far. Not knowing what’s coming up next makes it hard for me to develop a work plan, or effectively plan my time. There are so many synergies that could be taken advantage of if only I knew where the overall project was headed.
I realize constant change is a reality of the way we work, but it really helps managers to get the best out of me when they keep me in the loop.”
TL is someone who has been there done that; “I think that, though employees are ultimately responsible for their performance, personally, I will put out 110% for a fair and caring boss. It goes back to the old saying you reap what you sow’. As well, for the most part, if employees are doing their best, management usually also tries harder.
I don’t know if I have ever quit a job directly related to bad management, but I have certainly quit some because of unhappy environments. I’ve also been fired for telling my boss where to go in a very unprofessional manner (he was being a jerk). Does that count?”
KM has a good little rant about her current place of employment, “Bad management/Poor employee performance…this organization is rife with poor management and equally so with dead wood’. For an organization that is so governed by its clients and committees it is shaped almost purely by the rebel minority who steadfastly refuse to co-operate and who frequently throw their spanners from their cots into the workings of an essential industry and service-provider. When-oh-when will these organizations be run by women?! This is a chicken and egg scenario – do poor managers create unmotivated employees, or is it the actions (or inactions) of employees who create poor management? Is it time for coffee?”
AB speaks from experience, ” Bad management definitely exists out there. Often it’s a classic case of an employee moving into a management position without adequate training or skills. For example, I worked with a group at an advertising agency and they were a team of designers who set up their own business. Unfortunately, they were not skilled to be managers. They promised freedom and independence yet in reality they wanted it done their way. In my mind I failed as an employee because I disregarded the red flags and pursued the position when I could see the pitfalls early on.
In the event of bad performance both manager and employee need to look at their actions. Did the manager pick the wrong person for the job? Were the demands too high or unreasonable to attain? And for the employee did they give 100% to the job and are they being honest about their ability to do the job.
A good manager is someone who is able to hone in on the strength’s of each employee and then structure the work environment around that. Some people don’t need to be micromanaged and others do. For example, in his book Working With Emotional Intelligence, Daniel Goleman explains a scenario where properly trained employees excelled: …when financial advisors at American Express were trained to be more emotionally self-aware and to have more empathy for their clients, they were better able to build long-term, trusting relationships. And those relationships translated into higher sales per customer.'”
It’s rather ironic that a reader recommended Goleman, I was going to recommend the same author different book. If you’re a manager or a leader and want to learn to be more successful and skilled at leading I would highly recommend “Primal Leadership: Learning to Lead with Emotional Intelligence”. It’s worth the read I wish it had been given it to me earlier in my management career.
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