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\n\t\t\tOften individuals hired into management roles lack the skills and training to be effective managers.\u00a0 This can usually be remedied with good training and mentoring.\u00a0 However some individuals hired into management roles do not have the personal attributes to become a good manager.\u00a0 This becomes a significant liability for the organization as training and mentoring doesn’t work in these cases.<\/p>\n
Imagine that a manager consistently changes the work priorities for his\/her staff.\u00a0 Imagine the impact when the manager clearly favours one employee above all others.\u00a0 Imagine the impact on employees who are given impossible workloads and work long hours to manage this untenable workload, with no recognition of effort or success by the manager.\u00a0 Imagine a scenario where the staff person then receives a poor performance review for not having been able to manage an unmanageable workload. \u00a0Imagine the impact of making unreasonable demands – travel for the next two weeks but also produce at the same level you would if you were at your desk.\u00a0 Imagine how discouraged an employee becomes when the manager consistently ignores the employee’s concerns.<\/p>\n
These poor practices create an environment that breeds ongoing staff turnover, increased job stress, poor productivity and often, a toxic work environment.\u00a0 It\u2019s a bad scenario for everyone – senior executives, board members, employees and stakeholders.<\/p>\n
Successful businesses, for the most part, really pay attention to the health of their organization and role managers play in supporting employees to be productive and loyal. Having respectful and competent managers is an integral component of a healthy culture.<\/p>\n
Beware of harmful management practices!<\/p>\n
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