How to spot and deal with a bad manager
A good manager can make or break the workplace. They set the tone for the team's culture, productivity, and overall happiness. A good manager leads by example and creates an environment where employees feel valued, motivated, and engaged. They play a crucial role in developing employees, resolving conflicts, and maintaining a healthy work-life balance. Without effective management, even the most talented teams can falter, leading to low morale, high turnover, and poor performance.
How to Spot a Bad Manager
1. Does not give recognition
Acknowledging and recognizing an employee’s hard work is crucial to retain their morale and productivity levels. Giving them the appreciation they deserve is imperative to increase employee engagement.
However, a poor manager will overlook the achievements of an individual and not provide timely recognition. It will gravely affect the motivation of the employees and will reflect in their job satisfaction. Eventually, their motivation to do great work will diminish as they are less likely to be valued in the organization.
Recommended: Vantage Rewards and Recognition
2. Takes Credit
A great manager properly delegates the work and guides the team during difficult times. They do not leave their employees in the trench and also give due credit to others for good work.
On the other hand, a bad manager takes all the credit for the team members’ achievement. Subsequently, they blame the team for failures and hold them accountable for any shortcomings. It deters the employees’ trust in the workplace and confidence while making it hard to collaborate in the near future.
3. Micromanages the Employees
Micromanagement is a management style in which a manager overlooks every minute aspect of the workflow. Such management styles make the workforce feel disengaged and dissatisfied at their workplace. It is one of the prime reasons that result in high attrition rates and degrade the company culture.
A manager that believes in micromanaging will not be transparent with their team members and over-assign work. They will delegate tasks that they feel are right for the team without asking for any feedback. Thus, resulting in workplace coercion and hampering innovation and autonomy.
There will be no room for mutual respect, and the opinions of others are not valued. It limits the employees’ growth, resulting in decreased job satisfaction and an increase in a toxic workplace.
4. Lacks Trust
A good manager believes in their team members and trusts their abilities to achieve the goals and targets. They will encourage the team to come up with innovative ideas and will respect their opinions.
However, a manager who lacks trust in their employees will never be a good leader. Every team member has to check-in or get approvals before uptaking any kind of task. It is mainly because the manager wants to control every aspect of the teams’ actions, thus resulting in toxicity. That will raise questions on employees’ ability to get a job done, resulting in a considerable productivity loss.
5. Plays the Bias Game
When managers are biased and pick their favorite employees, it becomes hard to thrive in such an environment. It might be because they can relate to the same topics of interest or similar cultural background. Whatever be the reason, it is unprofessional and nullifies work ethics.
A biased manager tends to promote their favorite employees’ work more, give weightage to their opinions over other team members, and provide full assistance.
When such situations arise, the other employees notice it and can get easily demotivated and disengaged. This is one of the prime reasons that employees leave an organization. In the long run, it is detrimental to team cohesion and performance in the long term.
6. Does not provide clear Directions and Feedback
For a manager to lead a team efficiently, they must provide clear direction on what needs to be done and guide them to achieve the long-term goals. It is critical to provide necessary feedback on their performance in order for them to understand their weaknesses and work on them to improve themselves.
However, it’s a different case with a bad boss. They do not assign the tasks; instead, they demand and pressure the employees to complete their job. In short, they do not have any action plan to improve the team.
On top of that, they do not provide the necessary feedback and blame the employees if something goes wrong. It can harm employees’ morale, hinder their performance, and there will be a significant drop in their confidence.
7. No Accountability
As a manager, the roles and responsibilities increase with time. They have to delegate(not dictate) the tasks and supervise while giving the employees the freedom to be efficient.
However, bad managers lack that management skill. Instead, they are bad at being accountable for their actions. They frequently talk big but do not take the measures to accomplish their words. They try to pass on their responsibilities to others and contribute less.
It can negatively impact the employees as they won’t be able to count on their manager. The employees will have an escalated burnout levels as the work pressure will increase, leading to a drop in performance, morale, and productivity.
8. Lack of Leadership Qualities
Leadership is about inspiring others to act, believe, and work positively to accomplish the goals and objectives for the greater good. It is not an easy task. One must possess the necessary leadership skills and qualities to become a great leader.
Managers who lack certain qualities will also be bad leaders. They do not show compassion, empathy, active listening skills, problem-solving skills, and terrible decision-makers.
The employees will not have an inspirational figure to look upto, which can quickly derail them from their goals. Employees will be disengaged and demotivated that will pose a significant roadblock for the organization in the long run.
Read more: 25 Leadership Qualities That Will Make You A Good Leader
9. Do not Encourage Innovation
An organization cannot sustain its business if it’s not innovative or does not acknowledge creative ideas. To be relevant in the business world, organizations must adapt to the present trends and changes. This proves why innovation and creativity must be promoted.
As a manager, one needs to take advantage of the employees’ creative inputs. If a manager does not understand the importance of creating a culture of innovation, it is not a good sign.
Ensuring that you want to hear your employees out is a great way to encourage innovation in the workplace. Brainstorming with the team or keeping dedicated meetings to serve its purpose must be taken seriously.
Learn More: Techniques To Develop An Innovation Culture
The impact of a bad manager
A bad manager can have a profoundly negative impact on the workplace. Here are some of the critical consequences:
Decreased Employee Morale and Engagement
When employees feel undervalued or unsupported, their morale takes a hit. A bad manager who communicates poorly shows favoritism or lacks empathy can make employees feel disconnected and unappreciated. This leads to lower engagement, as employees become less motivated to contribute their best efforts.
Increased Stress and Burnout
Poor management practices can create a stressful work environment. Micromanagement, inconsistent feedback, and lack of support can overwhelm employees, leading to chronic stress and burnout. This affects their mental and physical health and diminishes their capacity to perform well at work.
Lower Productivity and Quality of Work
When morale and engagement drop, productivity often follows. Employees who feel demoralized or stressed are less likely to put in the effort required to maintain high standards, resulting in a noticeable decline in the quality of work and overall output.
High Staff Turnover
One of the most significant impacts of a bad manager is high employee turnover. Workers who are unhappy and stressed are more likely to seek employment elsewhere. This constant churn disrupts team cohesion, increases recruitment costs, and hampers the organization's ability to maintain a stable and experienced workforce.
A bad manager can lead to a cascade of adverse outcomes, affecting the employees directly under their supervision and the broader organization. Recognizing and addressing poor management practices is crucial for maintaining a healthy, productive, and engaged workplace.
How to deal with a bad manager
Dealing with a bad manager can be challenging, but there are strategies you can use to navigate this difficult situation. Here's how:
Try to Communicate the Problem with Your Manager
The first step is to try to address the issue directly with your manager. Schedule a private meeting to discuss your concerns. Be honest and specific about the behaviors that are affecting your work. Use "I" statements to express how their actions impact you, such as "I feel overwhelmed when I receive last-minute tasks." This approach can sometimes lead to positive changes if the manager needs to be made aware of their impact.
Seek Support from HR or a Trusted Colleague
If direct communication doesn't yield results, seek support from your HR department or a trusted colleague. HR can guide how to handle the situation and may intervene if necessary. A trusted colleague can offer advice and support and sometimes act as a mediator if tensions are high.
Consider Exploring Other Positions Within the Company
If the situation doesn't improve, consider looking for other positions. Internal transfers can offer a fresh start with a different manager and team. Keep an eye on job postings and network with colleagues in other departments to explore potential opportunities.
Develop an Exit Strategy
In some cases, the best course of action may be to leave the company. Start by updating your resume and LinkedIn profile and looking for new job opportunities. Developing an exit strategy ensures you are prepared to go if the work environment becomes intolerable. This might include saving money, acquiring new skills, or connecting with professional networks to facilitate your job search.
End Note!
Dealing with a bad manager is never easy, but taking proactive steps can help mitigate the negative impact. You can protect your well-being and career prospects by communicating your concerns, seeking support, exploring internal opportunities, and having an exit strategy. Remember, a good manager needs to reflect your abilities and worth; finding the right work environment where you are valued and supported is vital to long-term professional satisfaction.
Mrinmoy Rabha is a content writer and digital marketer at Vantage Circle. He is an avid follower of football and passionate about singing. For any related queries, contact editor@vantagecircle.com
