@Kardamom Amazing, isn’t it? If I were to rank all of the managers that I’ve reported to on a graph, it would take the shape of a bell curve. A few were outstanding, most were good, and a few were just awful. The awful ones eventually moved on or were terminated, but it sure was painful while reporting to them. It didn’t stop me from giving positive or constructive feedback when it was deserved though.
Several years ago, our company’s VP of Human Resources polled 40K line level employees about reasons that would cause them to leave their job. I used these statistics as an opener for a management training class on how to build a successful work environment. The managers were asked as a group to put together a list of reasons and then rank what they thought were the top 10. Salary was always #1 in their eyes.
They were shocked to find out that it was in tenth place. Somewhere in the middle of this list were two that pertained to managers. Additional discussion brought about the conclusion that managers think that salary is the main reason because employees, when asked why when they turn in their resignation, give the answer, “I got a job down the street for $X more.” The manager assumes that it’s money-related. That’s not necessarily true.
People will stick with a job that pays less if the work environment is supportive. The #1 reason given for desiring to leave their job was the lack of recognition. Lack of training and lack of supplies to do their jobs well were also in the top 5.
@Dutchess_III There seem to be a fair amount of people that end up in a management position that aren’t naturally good at the job. Some eventually build the right skills based upon training and feedback. Fortunately, some recognize that it isn’t the right fit and change jobs. It’s that handful that have no desire to actually create a positive work environment that causes the most problems.
Turnover is incredibly expensive to a company, and it’s been proven by The Gallup Organization’s surveys on employees where when management style is ranked low, there are a higher number of employees that call in sick. Hotel guest survey scores were also lower at the hotels where the managers weren’t good at their job. It doesn’t take much to pick up on the negative atmosphere of a work environment, and yet some managers are either clueless or feel over their head.
This is why I have always felt the need to talk to a manager about my perspective on their words or actions. I have never witnessed someone getting fired for doing this. Does it happen? If so, how often?
@zenvelo Yes, I’ve learned some valuable lessons from the inept supervisors. Employee evaluations are a nightmare unless handled correctly. When I hired new employees, I gave them a copy of the annual evaluation and explained what each category represented for their particular job. It wasn’t necessary, but I conducted quarterly reviews using this form so that they got comfortable with it and knew where they stood. It was palm-sweaty horrific to walk into an annual review without having any prior feedback from the manager.
I have to beg to differ on the ‘bosses who are not confident in themselves or their position can be the most difficult to work with’ statement. They can often be trained by employees if they are open to it. In my book, the worst are the ones that basically state, “Do as I say and not as I do.” That statement makes my blood boil, and I have no problem talking to them about it. If it were to result in termination, so be it, but it hasn’t happened yet.