By Reon Janse van Rensburg

We have all heard the saying: People do not leave companies, they leave managers.

Most employees do not want to work for a boss who does not support them or relegates their career prospects to the “pending” pile. They also want to enjoy priority and know that their talents are not only utilised and expanded but that they are recognised, that they are heard and are also encouraged to improve themselves so that they can have the opportunity to be promoted.

Many companies shy away from handling the matter when they find out that incompetent or poor managers have been hired. They believe it is too expensive to use time, energy, and resources to talk to poor managers and help them improve. However, the cost and result is often that the best performers are forced to look for greener pastures.

It can even be said that those employees who leave their jobs like their tasks, duties and also the business, but that it requires more of them to stay, especially if they have to keep working under the same manager. When these employees calculate the cost in this way, they often find that it would be better to move to another company.

How do poor managers affect other employees in the big step towards greener pastures?

Forbes shares a couple of things that bad managers often do that lead to good performers resigning and using their talents elsewhere:

Poor managers do not ask for staff input

Managers who do not ask for staff input cause employees not to feel a commitment to the business and their goals. Poor managers do not value employees and often do not realise that employees can sense it. As a result, good performers, in turn, stop doing their best. When employees are not valued, they are less likely to perform their best work and more likely not to thrive in their job.

When a good manager asks for input, he or she creates an environment for staff to invest in and become engaged with the outcomes of a task or project. Engaged employees feel appreciated and are involved with the success of the business because they believe that their managers have not only the success of the business in mind but also the success of every employee who reports to them.

Poor managers diminish employees by trying to control and micromanage them

Managers often try to micromanage employees, which makes employees perform poorly and that their true and available talents are not utilised. The company also suffers because it does not receive the best work from its employees and because creativity, experience and skills are lost. Employees who are micromanaged by poor managers tend to become less efficient in their roles.

They do not provide resources and make no effort to remove obstacles

Good managers must provide resources and remove obstacles to ensure that employees and teams are successful.

Good managers will take the time to determine what will be needed to complete each task successfully. They ask thoughtful, strategic questions or make employees feel safe to ask the needed questions to complete tasks and thrive in their jobs.

They listen to the needs of employees and teams.

Poor managers encourage agreement while discouraging differing

Poor managers like to create environments where all team members or employees agree with the manager’s view. If you always agree, you are rewarded, but if you disagree, you are punished in some way.

They employ people who are easily manipulated and always agree with them or people they can shape. They also often surround themselves with people who will soothe their fragile egos even if it is detrimental to the business.

Good employees can experience internal problems when working with this type of manager. They would like to support their managers and help achieve goals, but they also want to be true to themselves and still share their ideas without being ignored. It often happens that managers turn other staff members into yes-men who rather keep silent or only support the manager’s view to gain a professional advantage because they are on an unethical, yet good, footing with the manager.

Poor managers sometimes lack integrity and display unethical behaviour

Poor managers often do not look after the needs of their team members but are only concerned with their own needs. They also sometimes focus on only what works for them.

This type of manager often causes good employees to compromise their integrity and ethics to remain on good terms with their manager. This could damage employees’ reputations.

Working with or for such a manager can be detrimental to your leadership prospects if your manager is willing to act unethically, unprofessionally or illegally.

While these are just a few examples of things that poor managers do, other things can also be highlighted; namely, poor managers claim credit for the work of others and easily blame other employees when something goes wrong. Poor managers also do not consider the careers of their team members and are quite satisfied for employees to stagnate.

What can be done about this?

Any employee and also business should never allow bad or poor managers to drive away good and hard-working employees. Businesses will benefit more from helping poor managers to improve or to drive them out of the workplace.

If you have organisational authority

Hire better managers and develop their potential. These are managers who do not hesitate to put their team members in the spotlight and make them shine.

If a business or organisation thinks it is too expensive to invest in good management or to develop good leaders, they are wrong. It is still too expensive to watch how poor managers waste energy and time by alienating good employees who want to use their talents to make the business successful but would rather resign because they cannot face working with a bad manager.

If you do not have organisational authority

If you do not have the organisational authority to appoint or develop better managers, you have the responsibility as an employee to stand up for yourself and others.

You have a voice – use it. You have the right to ask for what you want and to communicate what you need to make your tasks and the business successful.

If you have considered all possibilities and the problem has still not been resolved, it may be time to look for a better opportunity and resign. A good or bad manager has a large impact on your career. So, it is important to get the best one and be the best manager of others if given that opportunity.

 

Source:

How Bad Bosses Compel Good Employees To Leave https://www.forbes.com/sites/terinaallen/2019/09/21/how-bad-bosses-compel-good-employees-to-leave/?sh=715575c58378

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