The Impact of Bad Bosses and the Critical Role of Managers

Have you ever worked with a bad boss or manager? Throughout my 30-year corporate career, I had scores of and worked with managers and leaders who were anything but inspiring or effective. A good number were unaware of how to motivate, lead or develop their staff, or help employees achieve their performance goals, execute projects efficiently, and leverage their talents and skills to contribute in a meaningful and engaged way. That said, I did have a few wonderful leaders and was fortunate to be mentored by several who were deeply instrumental in my growth. But numbers of these great managers left quickly or were drummed out of the organisation for being too creative, compassion, or people-focused.

In fact, escaping terrible managerial behaviour and misalignment of values was a few of the key motivators for me to start my own business in 2007 and become my own boss. It takes courage to walk away from a bad boss - believe me. Also I knew I had the courage to create an amazing company to build great leaders and leadership across the globe to help others and alleviate these challenges.?

Why are there so many poor and ineffective (and damaging) managers in corporations and organisations around the world?

We all know these folks when we experience them, and most of us have had the misfortune of reporting to more than one toxic or inept boss and managers in our careers. In turn, during and since COVID it is evident that the war for talent and leaders is becoming more critical whereas to keep talent, people have been promoted prematurely into management positions.

Now that I’m outside the corporate structure and am involved in leadership and development? coaching and programs with clients from many levels and industries, it’s more apparent than ever the ways in which unskilled and unaware managers can hurt individuals and organisations. Ultimately, the failure of these managers is the responsibility of their senior "leaders" who have placed these ill-equipped managers in their positions of authority, and won't do anything to address destructive behaviours or remove the culprits who are wounding people through their faulty communication and behaviours.??

From my view,

“No one should be granted the honour and responsibility of managing departments, projects or people until they are appropriately trained to be strong, empowering and effective managers and leaders.”

A Managers Impact on Employee Satisfaction and Organisational Performance

Effective management plays a vital role in shaping the success of an organisation. Managers directly influence employee satisfaction, productivity, and overall organisational performance. However, the presence of bad managers can hinder these outcomes. In this blog post, we will explore the factors contributing to bad management, the importance of strong managerial skills, the consequences of promoting managers prematurely, and common mistakes made by bad managers.

Factors Contributing to Bad Management

There are various factors that can lead to the presence of bad managers within an organisation. These include inadequate training and development, a lack of effective leadership skills, poor communication, favouritism, and an inability to adapt to changing work environments and employee needs. Recognising these factors helps us understand why some managers fail to create a positive work environment.

The Evolution of Management Practices

Over time, management practices have evolved, with organisations placing more emphasis on effective leadership and employee engagement. Many companies invest in training programs and resources to develop strong managerial skills and foster a positive work culture. However, despite these efforts, instances of bad managers can still arise in certain situations. Addressing these issues requires a case-by-case approach, where organisations prioritise effective leadership, ongoing training, and open communication to mitigate the presence of bad managers.

Promoting Managers Prematurely

Promoting individuals to managerial positions without adequately assessing their readiness or providing the necessary training and support can lead to negative consequences. While technical skills and expertise may be valuable in individual contributor roles, managerial positions require a different skill set. Soft skills (or human skills, as we like to call them) include leadership, communication, decision-making, and team-building.?

Promoting employees without evaluating their managerial potential can result in:

• Lack of preparedness -? Managers who are promoted prematurely may struggle with the new responsibilities and expectations, leading to poor performance, increased stress, and potential burnout.
• Inadequate leadership skills - Managing a team requires a different skill set than individual work. Without proper training, new managers may struggle to effectively communicate, delegate tasks, provide feedback, and resolve conflicts.
• Decreased morale and productivity - If employees are managed by someone who lacks the necessary skills and experience, it can result in a decline in morale, job satisfaction, and overall productivity.

To address the problem of premature promotions, organisations should establish systems for assessing an employee's readiness for a managerial role. This includes evaluating their leadership potential, providing training and development opportunities, and offering mentorship programs to support their growth. Striking a balance between recognising talent and ensuring the necessary skills and support are in place will increase the likelihood of promoting managers who are well-prepared and capable of effectively leading their teams.

Find out more about our Programs and Coaching today!

Common Mistakes Made by Bad Managers

In addition to premature promotions, bad managers also make various other mistakes and behaviours that negatively impact their teams. These include:

• Lack of support and guidance - Bad managers may fail to provide adequate support, mentorship, or guidance to their team members. This can leave employees feeling lost, unsupported, and unsure of how to navigate their roles or reach their full potential.
• Inconsistent or unfair enforcement of policies - Bad managers may apply policies inconsistently or unfairly. They may play favourites or make exceptions for certain employees, which can breed resentment and a sense of unfairness among the team.
• Failure to address conflicts or toxic behaviour - Bad managers may avoid addressing conflicts or toxic behaviour within the team. This can allow negative dynamics to persist and escalate, harming team morale and productivity.
• Lack of empathy and emotional intelligence - Bad managers may show a lack of empathy towards their employees' challenges, personal circumstances, or emotions. They may not take the time to understand their team members' perspectives or provide support during difficult times.
• Inadequate delegation of responsibilities - Bad managers may either hoard tasks and responsibilities or delegate without considering employees' workload or capabilities. This can lead to burnout, overwhelm, and a lack of skill development within the team.
• Failure to provide opportunities for growth and development -? Bad managers may not invest in their employees' professional development or provide opportunities for growth. This can result in stagnation, decreased motivation, and higher turnover rates.
• Lack of transparency -? Bad managers may withhold information, keep their team members in the dark about important decisions, or fail to communicate changes effectively. This lack of transparency breeds distrust and can negatively impact the team's morale and productivity.
• Inconsistent or biassed performance evaluations -? Bad managers may conduct performance evaluations without a fair and objective approach. They may show bias or base evaluations on personal opinions rather than measurable criteria, leading to demotivation and a lack of trust in the evaluation process.
• Failure to adapt and embrace change - Bad managers may resist or be slow to adapt to changing circumstances or industry trends. Their reluctance to embrace change can hinder innovation and limit the team's ability to respond effectively to new challenges.
• Lack of accountability -? Bad managers may not take responsibility for their own mistakes or shortcomings. They may blame others, deflect criticism, or fail to acknowledge their role in team failures, which undermines trust and accountability within the team.
• Lack of effective communication: Bad managers may fail to communicate clearly and consistently with their team members. They may not provide clear expectations, goals, or instructions, leading to confusion, frustration, and decreased productivity. Additionally, they may neglect to listen to their employees' concerns or dismiss their input.
• Micromanagement: Bad managers tend to micromanage their employees, excessively monitoring and controlling every aspect of their work. This behaviour not only stifles creativity and autonomy but also demonstrates a lack of trust in the team's abilities. Micromanagement can harm employee morale, hinder productivity, and impede professional growth.
• Failure to provide feedback and recognition: Effective feedback and recognition are crucial for employee development and motivation. Bad managers may neglect to provide constructive feedback, leaving employees in the dark about their performance or areas for improvement. They may also fail to recognise and appreciate their employees' hard work and achievements, which can lead to disengagement and dissatisfaction.
• Favouritism and lack of fairness: Bad managers may display favouritism by treating certain employees preferentially or unfairly. This behaviour erodes trust within the team and creates a toxic work environment. When employees perceive that promotions, rewards, or opportunities are based on personal bias rather than merit, it can cause resentment and demotivation.
• Inability to delegate effectively: Bad managers often struggle with delegating tasks and responsibilities to their team members. They may feel the need to control every aspect of a project or be reluctant to trust others with important assignments. This not only limits employees' growth and development but also overburdens the manager, leading to increased stress and decreased productivity for both parties.

Understanding the factors contributing to bad management and promoting the necessary skills and support for effective leadership are crucial for organisations. By prioritising ongoing training, open communication, and a fair assessment of managerial potential, organisations can cultivate a positive managerial environment, mitigate the presence of bad managers, and ultimately drive success at both individual and organisational levels.

• Lack of effective communication: Bad managers may fail to communicate clearly and consistently with their team members. They may not provide clear expectations, goals, or instructions, leading to confusion, frustration, and decreased productivity. Additionally, they may neglect to listen to their employees' concerns or dismiss their input.
• Micromanagement: Bad managers tend to micromanage their employees, excessively monitoring and controlling every aspect of their work. This behaviour not only stifles creativity and autonomy but also demonstrates a lack of trust in the team's abilities. Micromanagement can harm employee morale, hinder productivity, and impede professional growth.
• Failure to provide feedback and recognition: Effective feedback and recognition are crucial for employee development and motivation. Bad managers may neglect to provide constructive feedback, leaving employees in the dark about their performance or areas for improvement. They may also fail to recognise and appreciate their employees' hard work and achievements, which can lead to disengagement and dissatisfaction.
• Favouritism and lack of fairness: Bad managers may display favouritism by treating certain employees preferentially or unfairly. This behaviour erodes trust within the team and creates a toxic work environment. When employees perceive that promotions, rewards, or opportunities are based on personal bias rather than merit, it can cause resentment and demotivation.
• Inability to delegate effectively: Bad managers often struggle with delegating tasks and responsibilities to their team members. They may feel the need to control every aspect of a project or be reluctant to trust others with important assignments. This not only limits employees' growth and development but also overburdens the manager, leading to increased stress and decreased productivity for both parties.

70% + of people surveyed think their direct manager at work has a great affect of their level of happiness, motivation, productivity & engagement?

People don’t leave JOBS, they leave MANAGERS

In Forbes 2014, Dr Margie Warrell highlighted “How to Handle a Bad Boss: 7 Strategies for ‘Managing Up.” If you’ve got a lousy boss right now you have my sympathy. Truly. It can really siphon the enjoyment from what might otherwise be a rewarding role, leave you feeling undervalued, and wondering whether you should begin searching for something new. But before you start planning an exit strategy, it would be wise to rethink how you can better manage the boss you already have –for all their flaws and shortcomings.

Having worked with numerous not-so-inspiring bosses in my corporate career, I’ve learned they provide invaluable opportunities for developing executive leadership skills and learning ‘what not to do’ when managing people who work for you. You just have to be proactive in looking for them and ready to practice some real self-leadership. However fixed in their ways your boss may be, you can always learn ways to better manage him or her.? The secret is to “manage up” without them ever realizing you are doing it. So rather than think of your boss as your boss,? think of them as a difficult client – one you have to figure out how to work with if you want to get ahead, even if you’d rather not. Hopefully the strategies below will help you on your way:

• Know their ‘Why’: Identify prime motivations
• Support their success:? Work around their weaknesses
• Take the high road: Your “Personal Brand” is riding on it
• Speak up: Give your boss a chance to respond?
• Know their preferences: Adapt to them
• Don’t be intimidated by a bully: Stand tall, never cower!
• Be Proactive:? Do your research before jumping ship?

If you are moving to a new organisation, do your research to make sure you’re not jumping from the frying pan into the fire. Sometimes in our desperation to escape a toxic work environment we fail to take notice of the warning signs that the new job we’re taking will only be worse.? Have a coffee with whoever you know at the new company to get a sense of the culture, employee engagement, moral, and management style. Investing a few hours up front could spare you a few years of frustration.

Read more here?

It is critical that organisations prepare emerging leaders for leadership roles and responsibilities. Gone are the days where we throw people in the deep end to see if they swim. We need to support them today to prepare them for tomorrow for leadership and human skills. If you do have a bad boss or manager, consider mentoring, coaching, or providing any support and training ASAP. However some people are just not suited to be in a role leading others and this is something to consider managing. Poor leadership is contagious and it truly affects motivation, engagement and productivity. Have you ever worked for a bad boss - remember what it felt like? Don’t be that bad boss or ignore that bad boss and their effect.?

We can help at LeadershipHQ!

About?LeadershipHQ

Outstanding Leadership Begins With You (With Our Help)

We focus on leadership development and encourage leaders to reach their full potential, find their calling and make a positive difference in the world.We genuinely invest in your learning, provide authenticity and tell it like it is. We are deeply committed to our client’s success.

We don’t have the egos of large consulting firms, and your success and significance to us are everything. Everyone feels safe and inspired at work.

We do everything –

• Cultural Development
• Leadership Development
• Executive Coaching
• Online Leadership Solutions
• Team Alignment and Building
• Safety Leadership
• 360 Degree Leadership Assessments
• Project and Bid Team Development
• Survey Design and Reporting

By?Sonia McDonald?– CEO Of?LeadershipHQ?And?Outstanding Leadership Awards, Leadership Coach,?Global Keynote Speaker,?Entrepreneur, CEO, Mum And?Award Winning Author.

Sonia is passionate about her voice. When Sonia speaks, everyone in the room feels like she is having a conversation with them as her audience will feel as if they are the only one in the room. She speaks from the heart. She is brave. She wants everyone to be brave. She is an impactful and motivational leadership expert and speaker that creates a life-changing experience. People call Sonia sassy, inspirational, real and a speaker who leaves a lasting impression. Her high-energy, authenticity and humour combined with actionable and practical advice, empowers her audience and provides them with great drive and confidence to take courageous actions and inspire great leadership in all aspects of their lives.

She is also the founder of LeadershipHQ and is a renowned and award-winning author, having written several of her own books, Leadership Attitude, Just Rock It! and First Comes Courage as well as being a regular contributor in The Australian, HRD Magazine, Smart Healthy Women and Women’s Business Media. She was named as one of the Top 250 Influential Women in the world as well as Top 100 Australian Entrepreneurs by Richtopia.

Through her leadership advisory and coaching work at LeadershipHQ, and founding the Outstanding Leadership Awards, Sonia is internationally recognised as an expert in leadership and culture, organisational development, neuroscience, kindness, and courage.

As a full-time single parent, Sonia has a passion for women in business and teenage mental health. Sonia travels and speaks across Australia and Globe, and she is on a mission to building a world of great leaders and leadership.

We are a leadership development and performance organisation. We encourage leaders to realise their full potential, discover their calling, and make a real difference in the world.?With us, you’ll find a truly invested team that offers genuine care and support while telling it like it is. We are deeply committed to the success of our clients.?You won’t have to deal with the egos of large consulting firms – your success and progression are everything to us. In our work, everyone feels safe and inspired.