Employment -A Questionable Paradigm

In the past, employment was quite different from what we know today. Back then, people worked incredibly hard to make a living. Imagine working seven days a week, all year round.?

Yes, you heard that right, no weekends, no days off.?

And it didn’t stop at eight hours a day; folks often worked up to 16 hours daily, sometimes even more. The conditions were tough, and the pay was meager. But in those days, any penny earned was valuable, and people were just happy to have a job.

There were no weekends, no paid vacations, and certainly no employee benefits. People worked in factories, mines, and farms, enduring long, gruelling hours in difficult conditions. It was a tough life, and workers had little say in their employment terms. They had to accept whatever wages were offered, no matter how low.?

But as time passed, there emerged institutions and movements that fought for the rights of employees. They advocated for better conditions, fair wages, and reasonable working hours. These changes marked the beginning of a shift towards a more balanced and humane work environment.

In the modern working world, even as conditions have evolved, some critical issues persist. One such issue is the unfortunate prevalence of inefficient decision-making by people in high management positions. Incompetent individuals occupying these roles can lead to a toxic work environment, demoralising those who genuinely contribute to the company. This problem can be observed across various companies and departments, raising questions about the employment system’s role in perpetuating it.?

When building a company from scratch, every expenditure is carefully considered, and the importance of wise investments in talent is well understood. However, as a company grows, and responsibilities increase, there can be a tendency to overlook the “elephant in the room.” The question arises: does this ignoring of incompetence come at a significant cost?

It’s important to acknowledge that a bad manager can make poor decisions, demotivate employees, hinder progress, and make the company’s vision unattainable. The financial implications of these losses can be surprisingly high, perhaps even more than initially expected. Despite the lessons learned, feedback from team members, and discussions with managers and companies, the persistence of this issue remains perplexing. It raises the question of why such situations continue to exist in many companies, even when employees speak out against managerial incompetence.

This is one of the reasons why employment might not be the ideal choice for some. Working under a manager who lacks an understanding of the team’s role, who isn’t open to cost-effective, efficient, and valuable suggestions, can hinder progress. The freedom to innovate and learn from leaders, which is often more prevalent for independent specialists, can sometimes be stifled by traditional employment.?

While there are exceptions where people thrive under admired leaders, if I were to consider employment again, I would scrutinise the prospective manager carefully. If they don’t convince me, I might opt to remain independent or explore other avenues. The impact of management competence is indeed significant and worth considering when making career choices.

To navigate the challenges of working under the right management, both the talent and the company can take proactive steps. Here are some suggestions for both parties:

For the?Talent

• Before proceeding with an interview, inquire about the hiring manager from the recruiter or the internal process manager. Ensure that this individual will be your direct supervisor.
• Once you have the hiring manager’s name, perform an online search to learn more about their professional background and leadership style.
• Reach out to your network or contacts in the company to identify anyone who has worked under the potential manager’s leadership, you personally know and ask for their insights or references.
• During the interview process, focus on building a comprehensive understanding of the hiring manager. Dedicate ample time and discussions to get a clear picture of their leadership approach. If the hiring manager only shows up briefly, asks a few questions, and offers little insight into their leadership style, it is a red flag and it can be challenging to envision what their leadership would actually look like in practice.
• Prepare a list of thoughtful questions to pose to the hiring manager. Ask about their experience managing teams, team growth, how they help individual members with the career, handling challenges, transparency, and how they address employee concerns.

For the?Company

It can be more challenging for companies to identify and address management issues, as teams can still achieve their goals despite subpar management. To ensure a more accurate evaluation of managerial effectiveness, companies should consider the following:

• Assess whether the achieved goals are truly a result of the manager’s leadership. Dig deeper to understand the contributing factors behind the team’s success.
• Establish clear and objective performance metrics for managers that go beyond merely meeting targets. Evaluate their ability to motivate and develop their team, maintain a healthy work environment, and address employee concerns effectively.
• Encourage open feedback from team members, and create channels for anonymous feedback to ensure honest insights.
• Implement regular manager training and development programs to improve leadership skills and maintain high standards of management.
• Ensure transparency and communication at all levels to identify and address management issues promptly.

By taking these steps, both employees and companies can work together to improve the alignment between talent and management, creating a more conducive and productive work environment.

If you find yourself feeling like this?…

… most of the time at your current employment, it might be a sign to consider exploring other options or making changes in your career journey.

I encourage you to share your own stories, frustrations, and recommendations for improvement in the comments below. Let's create a space for support, sharing insights on how to navigate challenging situations with management and improve the employment experience for all.