I stumbled on a colleague who used to work in a company where I had gone to seek employment many years ago, after graduation. I had been to the company a number of times since I had to make repeated visits to the company. There was this particular manager who used to discourage me from further seeking employment in that company. Why? He exhibited a number of traits of a “Captain who had the potentials of sinking a ship and then abandon the other crew members and passengers.” This I told my friend. My prediction came to pass.
Please permit me to share with you 12 things a manager should not be doing in the office. This compilation is derived from a combination of the obviously counter-productive actions of the manager referred to above, my discoveries in the course of being a Business Management/Accounting student and my working career. Please read on…
1. Total disregard for the welfare of your subordinates. One fact that stands indisputable is the fact that the workers of an enterprise form the pillars upon which the enterprise stands. Imagine a weak pillar. Imagine a pillar that was constructed with an I-don’t-care attitude. Imagine a pillar that has cracks without receiving attention. It is better imagined you might say. The well being of the workers should be of utmost importance if the best is to obtained from them. Where this is not the case, what you get are disgruntled, demotivated, rebellious, less productive workers who will always look for ways to “help” themselves. If you are looking for workers who won’t mind if you do nothing about their welfare, then you would be embarking on a wild goose case. Do you care for your subordinates?
2. Creating fear in your subordinates. Your presence should not create fear in your subordinates. They are supposed to respect you not fear or be terrified when they see you or hear that you are around. You are not supposed to create a “wall” around yourself such that your subordinates cannot approach you with issues. There is supposed to be a friendly and peaceful ambiance in the office for productivity to be on the high side. How does your subordinate react when they see you?
3. Engage your subordinates in a fight or quarrel. One thing that commands respect from subordinates is how you handle issues. Imagine a manager exchanging words with a subordinate in the office? Worse still, imagine him engaging a subordinate in a fight. To make the matter a very serious one (and funny too), imagine the subordinate picking up the manager and slamming him or her to the floor 🙂 Funny isn’t it? But, I don’t see such a manager being able to function effectively in that office any more. Imagine the scenario and the chain consequences. So, if you are a manager, what do you do when your subordinate pushes you to the limit?
4. Gossiping. A good manager should be like a “father” to all. He should not be engaging in cheap gossips and creating enmity and disaffection between subordinates. One obvious consequence is that he would be overseeing a enterprise that is divided in many fronts. It also makes the working environment very volatile and disorganised. So, if you are a manager, how do you handle gossips?
5. Refuse to delegate. A good manager delegates work and authority to his subordinates. He does this, not because he does not know what to do, but because of the many benefits of delegation. Delegation ensures that work continues even when the manager is not around. The manager is not supposed to be the only person who knows how to do what he does in the office. What happens when he is not around? It also makes work flow to be fast. It reduces stress for him and enables him to attend to other business issues. The benefits goes beyond this. Despite these benefits, some managers do not delegate work or authority. Why? Experience has shown that many don’t because of the fear that the subordinate might out-shine them or because they want to be the beginning and end of the task they are refusing to delegate. A good office should not be run that way. If you are a manager, do use to delegate?
6. Refusing to learn from subordinates. No one knows it all. The best CEOs today are partly so-described because of the contributions of their subordinates at the work place. Refusing to learn from subordinates or rejecting their ideas and input puts a manager in a situation where the enterprise only operates on his or own ideas and knowledge. How far can such an enterprise go with such limited and narrow knowledge? As a manager, how do you treat the ideas and suggestions of your subordinates? Do you even seek their input in decisions that directly or indirectly affects them?
7. Displaying pride and arrogance. Its very tough working with a proud and arrogant boss. Such a boss is hard to approach, insults subordinates at will, can engage a subordinate in a fight since they are usually very aggressive, does not relate with subordinates and cares less about the subordinates’s welfare. Such a manager will scarcely call for meetings where ideas are are sought and shared, as he seldom respects other people’s opinions. He will never greet first, and finds it hard to respond to greetings. Picture such a boss in your mind or perhaps you have one. Are you a manager, how do you see yourself?
8. Refusing to move with the times. This is a very serious “sin” There are some managers today, that are still living in the past. They know next to nothing about what is going on globally. They are comfortable with what they know and are not ready to learn modern ways of doing things. As far as modern technology is concerned, it is expensive and a waste of money. So, they still prefer the old-fashion way of doing things. They use old-fashion gadgets, communicate the old-fashion way, reason the old-fashion way and generally feel it is burdensome to be current-trends-compliant 🙂 Interestingly, some mangers today do not have an have email account, no social media account(s) and cannot find their way around a web browser. Some cannot find their way around Microsoft Word. What about you?
9. Not leading by example. It is not enough to ask your subordinates to come to work early. Do you? It is not enough to tell your subordinate to very hardworking. Do you? It is not enough to tell your subordinates to respect constituted authority. Do you? Where you don’t, you are simply creating a chaotic and lawless enterprise where eye service is the order of the day. Also, you have to really beg for respect or apply force, because it will be hard to earn it. As a manager, are you leading by example?
10. Hindering the growth of subordinates. A good manager should assist his subordinates to grow personally and in the enterprise. He should not be a stumbling block for his subordinates. Such a manager becomes a source of motivation and inspiration. This attitude will also endear him to his subordinates and create a cordial relationship between them. Would you want to “hurt” such a boss? 🙂 I am sure you would not. If you a manager, what’s your position concerning this?
11. Being unable to find a balance between being fair and firm. Some managers face this challenge on a daily basis. While trying to be nice and maintain a good working relationship in the office, they over do it. The subordinates capitalise on this and misbehave in many ways. The managers also lose every respect that they had. Also, while trying to ensure sanity in the office, some managers over do it and end up as “tyrants” that must be feared and obeyed without complaining. How has it been for you, if you are a manager?
12. Giving priority to personal interests over the organisation’s interest. You were paid to do a job. So, do it 🙂 It does not mean you will not do personal things, it simply means that you were employed as a manager. Do your job – the way it should be done ! As a manager, have you been doing your job?
Apparently, my compilation applies, not only to managers, but to all employees. I hope they appealed to your conscience? 🙂 If you found them useful, please share to friends, family and associates.
Tanks a lot for visiting 🙂
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