Not All Bad Managers Are Yellers

by Feb 4, 2017NEW MANAGER TRAINING

The stereotypical bad manager described in our new manager training programs is a yeller, loses their temper and is abusive to their employees. But, new managers please take note, there are many less overt ways to discourage, disengage, and damage your team members.

Your poor attitude and behavior as a new supervisor can negatively affect your employees, their productivity and, by the way, your team performance and your own reputation. And the cost is significant. A reported $450-550 billion a year is wasted in American companies through lost productivity caused by the disruption and disengagement of employees upset by bad bosses.

What do employees complain about most regarding the way their new managers and supervisors treat them?

  • A lack of integrity…promises made but not kept
  • No acknowledgment or credit for work well done
  • Lack of attention…ignored and avoided
  • Derogatory comments made to others on the team
  • Lack of respect for privacy
  • No responsibility for their own mistakes

The result?

Employees who find themselves in such negative professional relationships with their new bosses work under a great deal of stress.  They are anxious and wear out easily. Productivity suffers as individual employees naturally distance themselves from their boss, their commitment to their work and the company.

Hardworking employees deserve understanding and respect. When they are treated discourteously by their manager or supervisor, they react as anyone would in similar circumstances. If you were snubbed at a party, for example, you would likely worry about the incident, be less engaged in ongoing conversations, avoid the offender and leave early. The same in the workplace…employees are less productive as they are troubled by their treatment, feel less committed to their work, keep away from their boss and, yes, leave early.

Every new manager wants to succeed. Don’t shoot yourself in the foot by treating your team members poorly. They will be watching your every move. If you are open and interested, they will respond in kind. If you are consistent, establish accountability, appreciate hard work, and deal with performance problems directly with integrity, you will earn the respect and trust of your team.

If this feels like to much to handle, make sure you sign up for a proven new manager training program focused on what it takes to succeed as a manager in your unique corporate culture.  There is no better way to begin your new role as a manager. It bodes well for the future of your team and your own career path upward.

To learn more about new manager best practices, download Becoming a New Leader: 5 Traps to Avoid

 

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