7 Deadly Sins of Management

Good managers are vital to the success of any organisation through motivating their staff to work hard therefore increasing profits, but they have a tough life being wedged between the leadership and employee layers of an organisation trying to please everyone.

Good managers inspire the workforce but bad managers can increase costs through their detrimental behaviour.  I am sure everyone can clearly remember and describe a bad manager they have had in their working lives, so the following list may ring true with a compilation of the least favourite management characteristics that can be sometimes be displayed.

Lack of performance

Most managers are promoted because they are skilled at what they do, however, a promotion to the next level might be one step too far.  If they haven’t been provided with a structured induction or a training programme to take them to the next level things could be disasterous.  Management development programmes can help managers develop in an all round way and that includes learning how to manage their staff well.

Poor communication

Communication within a team or department is vital to ensure the wheels run smoothly.  Although we are animals that communicate to one another on a daily basis, too often in organisations communication breaks down.  A manager is key to how communication works within a team, but often this does not happen because the manager may be too wrapped up with other things.  Implementing simple communication methods such as team meetings and/or a newsletter can help improve matters along with manager communication training.

Undermining the team/staff

Everyone wants to feel valued and needed, but if we are undermined by a manager that makes us feel demotivated which can have a knock on effect with productivity.  Being undermined can also be a symptom of bullying and harassment which if linked to a protective characteristic within the Equality Act can be discriminatory.  Some managers get carried away with being in charge and consumed by power because they have been promoted.  They don’t listen to or involve their staff, bark out orders and push people around.  Managers need to learn the art of constructive feedback that should be used only where appropriate.

Poor people skills

Too often bad managers don’t know how to manage their team.  If good HR skills are not inherent then managers need to be trained in the art of HR management.  Managers need to be aware of the people they manage which starts with good recruitment skills followed by strong incentivisation of performance.

Not being accountable

Bad managers blame others for their failings particularly their team and take no responsibility if things go wrong.  Bad managers take the credit for the team effort without recognising the efforts of others.  Good managers share the fall out when things go wrong and acknowledge great team effort.

Not focused

Being taken up with too many low value urgent tasks can create a lack of focus for a manager.  Managers should carry out the requirements of the organisation’s vision through their own objectives.  Poor focus will cause managers to fail.  Managers who focus on change and innovation keep an organisation fresh and dynamic contributing to the bottom line.

Poor delegation skills

Poor delegation creates stress and eats into precious time.  Managers need to be able to let go of tasks and have trust in those to whom they give those tasks to without worrying.   Their job is not to carry out but to facilitate and to create.  Being able to delegate ensures that tasks are completed on time and encourages involvement of the team to the shared goal.