No More Bad Managers!

Read the words ‘bad manager’ and someone likely comes to mind. For many, it’s a boss from the past. For others, unfortunately, a person they report to today. We all know someone who fits the bill. That’s the problem, bad managers are all too common. I want to rid the world of bad managers.

How common are they? I talked to 20 trusted individual contributors. A combination of A and B players, all sales professionals, but from varying industries and performance levels. I wanted to know how they rated their current manager. But also, what behaviors earned the title Bad Manager?

I heard about micromanaging - no trust, always looking over shoulders. The narcissist - all about me, egocentric super-rep, lacking humility and taking credit for others work. The bully, managing through intimidation. The poor communicator, with unclear expectations. The anti-coach, offering no development, no ideas and no help. A bad listener, unavailable, plays favorites, indecisive, and on and on the list went.

After discussing the bad behaviors, I asked my subjects to rate their current manager. Six said their manager was above average, eight said average, and six said below average. That’s 30% of managers rated below average. Not good. But compared to other studies my results are, to risk overusing a word, average.

In a 2016 SHRM study, only 30% of employees were “very satisfied” with management. Gallup’s data says 20% of managers are lousy, and 50% are “just there.” And, in a study I hope is not true, 75% of employees said their manager was the “worst part of their job.” Ouch!

Bad managers are too common. They do a lot of different things, but the result is the same. They drain direct report energy, enthusiasm, and engagement. In terms of cost to businesses? That figure is so big it sounds like a government number. Like a closed bridge, bad managers keep people and companies from getting where they want to go.

There is good news. First, we can teach great management and leadership. Second, the process for building better managers is simple. And third, while the list of bad manager mistakes is never-ending, the list of behaviors and traits key to great leadership is relatively short. Bad managers are a solvable problem. But, we have to accept the fact that there is no quick and easy fix. An approach being simple, doesn’t make it easy. Quite the opposite in fact.

Think of it like this. We all know the way to lose weight is to burn more calories than we consume. Simple, not easy. The difference maker is discipline on the fundamentals. Eat right, stay hydrated, exercise, and get a good night’s sleep. Simple, not easy. There are no shortcuts in weight loss or leadership. And, to stick with the losing weight analogy, you can’t microwave great leaders! Leadership development requires commitment and consistency over time.

Commitment and consistency mean culture. It matters. Great cultures attract top talent, and leaders aligned with a company’s values perform better. The next step is a common language. When employees and teams communicate and collaborate effectively it’s harder for bad managers to hide. Loss of habitat is a key factor for any endangered species! Finally, there’s the leadership development process itself. Observe great leaders in action and you will see common behaviors. These behaviors are the result of proficiency in fundamental leadership practices. And practices, by nature, are learned and developed over time. Like exercise, you have to build and strengthen the right muscles.

Culture, talent, common language, and a rock-solid development process. No more bad managers! Simple, not easy. To continue the discussion or learn more about my approach contact sean@brydgesales.com.