Connect with us

Managing Staff

These 4 Types Of ‘Nightmare Managers’ Are Scaring Employees Away

You don’t have to drive to the local cinemaplex to see “It,” to see monsters in action. Just check your workplace.

Andre Lavoie

Published

on

bad-managers

Things that go bump in the night, monsters hiding under the bed and terrifying clowns called “It”: These are the things nightmares are made of. But for some employees, the scariest part of their day isn’t a movie; it’s dealing with bad managers.

While no one sets out to be a bad manager, this scenario happens and all too often. In fact, one in two employees surveyed by Gallup in 2015 said they had left jobs to get away from a bad manager.

Since managers are the main sources for employee motivation, productivity, happiness and retention, one who’s a “nightmare”  can wreak more damage than just unhappy employees. Even with today’s technology and resources, managers continue to make major mistakes – and that can hurt the bottom line at the same time it costs companies quality employees.

The solution? Be aware of the habits that could make your managers a nightmare, and don’t get tangled in that web to begin with.

Related: Fighting Sleep Is A Losing Management Strategy. Let Your Employees Take Naps

Here are four examples of managers who haunt employees long after the workday has ended – and how to avoid becoming one:

1The poor “people” person

A manager who doesn’t interact well with people sounds like an oxymoron, but these individuals exist. When someone who doesn’t work well with others is in charge of a team, the entire company dynamic becomes derailed.

One of the biggest things that suffers is free-flowing communication. OfficeVibe’s August State of Employee Engagement report found that 31 percent of employees polled wished their manager communicated with them more frequently.

Unfortunately, however, a manager categorized as a “poor people person” may actually be uncomfortable communicating and dealing with critical employee situations.

For some managers, this type of bad management style will be easy to avoid. However, others will have to overcome their natural tendencies to stray away from social situations. This means that leaders have to assess personality types and understand which people skills that certain managers lack may need improving.

The best place to get information is from your current team members. Because they may feel they’re being put into an awkward situation, you might offer an anonymous survey. Ask how frequently your employees would like to speak with management and in what format, and whether they feel management is opening up and communicating with them on the level they need.

2The self-involved manager

Quality managers have a knack for motivating their entire team toward one end goal – the company’s mission. While this is accomplished by setting and pursuing personal and company goals, good team leaders know how to invoke passion from employees and help them succeed on every front.

The self-involved manager, on the other hand, has no awareness of anyone’s goals but his or her own. This is why the incidence of managers taking credit for their team’s hard work and not empowering employees happens all too frequently.

Self-involved managers may seem successful due to their ability to hit goals and make the numbers move, but that’s all they’re interested in.

For managers who want to improve, a good place to focus on is the greater good of the company. In this regard, managers need to know exactly where employees stand with their individual goals, the nature of their personal missions and where they picture the company moving to.

Ignoring this kind of detail about employees may make managers seem self-involved, and employees will quickly lose trust in their leadership.

Sit down for weekly meetings or create an online chat room where managers and employees can come together. Make this a safe place for all to share their personal goals or discuss where they hope to see the company in a few years. Offer advice, step-by-step guides or continuing education courses to help employees reach their greatest potential.

Related: To Have An Innovative Company, Let Your Employees Take The Reins

3The overly involved manager

This type of manager often wears a mask of popularity and is frequently involved in a small company or startup. “Overly involved” doesn’t simply refer to the micromanager who has to be in on every project, opinion and decision. Overly involved managers take things a step further and try to meddle in every aspect of their employees’ lives.

While it is important to care about team members as more than just employees, there is a fine line between being a caring manager and becoming a close friend. Going beyond that point can make employees uncomfortable and even make it difficult to manage them.

Employees, meanwhile, may appear to like this type of manager, but his or her inability to successfully lead and manage will eventually cause the team to feel stagnant.

Rather than focusing on getting employees to like them, managers should look at what boosts those employees’ productivity, motivation and passion. Knowing what makes them tick inside and outside of work will help bosses lead their teams to victory. Remember to keep things professional in order to maintain employees’ respect for management and the company.

4The indecisive manager

These managers are infamous for being hard to please. From their perspective, they’re simply putting the company’s best foot forward and perfecting employees’ projects and tasks. But being unpredictable makes for a scary workplace situation. Employees are left feeling uneasy, apt to second-guess themselves and overly critical of co-workers.

Related: What Are Your Employees Doing When You’re Not Looking?

Once indecisive managers become known for their lack of predictability, morale and creativity get thrown out the window. Employees need to feel safe in their working environment, especially with the person who is reviewing and assessing their final products.

So, loosen the reins a bit and have employees take control of their projects. When necessary, post guidelines in a shared drive, like Google Docs, to offer direction when employees need it, and don’t forget to always be available for questions.

It’s okay to make small changes to these guidelines, but don’t jump in and change them too frequently. Let team members know they can always expect a supportive and guiding hand from management when needed.

This article was originally posted here on Entrepreneur.com.

Andre Lavoie is the CEO of ClearCompany, the first talent-alignment platform that aims to bridge the gap between talent management and business strategy by contextualizing employees’ work around a company’s vision and goals.

Continue Reading
Advertisement
Click to comment

You must be logged in to post a comment Login

Leave a Reply

Managing Staff

Why Uninsured Employees Are Bad For Business

Often businesses assume that their employees will take the necessary steps to insure themselves, but in reality, many people don’t. By covering your employees you’re not just insuring their financial futures if something happens, you’re covering your business too.

Anthony Miller

Published

on

uninsured-employees

Entrepreneurship is not for sissies. It involves dreams and risks. Cash flow is crucial and often thin on the ground, as owners juggle the challenges of overheads and growth. An entrepreneur or SME owner cannot fall back on the financial cushioning that is characteristic of much larger corporate businesses.

That said, as an entrepreneur have you ever thought what would happen if one of your staff members were suddenly unable to provide for their families due to death or disability? Would their family be left destitute? Would you as a business owner feel obliged to contribute to cover funeral costs and offer support to the family concerned?

If so, you should be considering a group life policy as the financial and emotional strain on the business can be significant. Group cover is generally far cheaper than retail cover. In many cases, employees can even cancel their individual cover and, in so doing, save a significant amount of money.

Recognising both the need and the opportunity, our business, Simply Financial Services, recently introduced an online Group Cover product. These are our top five questions asked by business owners when considering employee benefits.

Related: The Simple Way To Pay Wages When Your Staff Don’t Have Bank Accounts

1. Why is group life cover better for my employees than their retail alternatives?

Group life insurance holds numerous benefits for individuals. First, since the employer pays the premium, persistency is typically better and dependants are more consistently protected. Second, the cost of group cover is often far lower (for equivalent cover) than the individual could get directly. Third, better cover may be provided for people with impaired health. And finally, waiting periods are often waived or shortened. We’re convinced that good value group cover is a net positive investment for a company.

2. Is group life cover affordable?

Group life cover starts at very affordable levels. Meaningful cover can be obtained from about R49 per employee per month. Also, there are ways to structure the payment of premiums in such a way that it becomes part of your employees’ total remuneration package. You may for example want to structure it so that the employee makes a contribution, which is matched by the business.

Affordability is obviously important to SME owners and entrepreneurs. Costs need to be weighed against benefits both in terms of increased loyalty and job satisfaction from employees, and the potential cost to the business if a key member of staff is disabled or dies.

3. What does group life cover typically include?

Cover varies a lot from provider to provider and ranges from very simple funeral policies to very complex death and disability cover. Cover can be a multiple of annual salary or a fixed amount of cover for both life and disability, and a fixed amount of cover for family funerals. You should look out for the following when selecting your product:

  • What’s included in the cover? What benefits does it include? In our view, you should look for a product that provides good value protection products (eg. life, disability, family funeral). This caters for as wide a range of scenarios as possible. Be careful you don’t end up with a bundle of value added services (eg. free airtime) and very little life or disability cover.
  • Free cover limits. Is there a guaranteed amount of cover (the ‘free cover limit’), up to which your employees are covered for death and disability from both natural and accidental causes (full cover), irrespective of employee numbers?
  • Waiting period. How long would you have to wait, from when you take out the policy, before your employees get full cover, rather than just accidental-only cover?
  • How does the price compare with your alternatives — both group and retail — and how are premiums likely to change over time?

Related: 11 SA Entrepreneurs on What They’ve Learnt About Managing Staff

4. What’s hidden in the fine print?

It’s really important to check the fine print, to ensure there are no nasty surprises when there’s a claim. Many providers have complex policy rules and documents, and SMEs only discover the details when it’s too late. A good barometer is to look at how simple and transparent the sign-up process is, and how user-friendly the policy documents are.

5. What provider should I choose?

Make sure your insurance provider has a reliable track record, and is underwritten by a recognised insurance provider. There are a lot of fly-by-night players out there and you need to ensure that the policy you are buying has the backing of established and well-recognised market players. You need to be confident that your insurer can be trusted to pay when it comes to claim time.

6. How do I go about buying and administering the policy?

Traditionally, brokers have sold group life policies and provided admin support to their clients. Since quite a lot of work is involved and commissions are limited, brokers have not typically been available to SMEs. As such, there is a long tail of SMEs who don’t have group life cover and their employees are at risk. Fortunately, there are now options available that allow SMEs to do it themselves online and for brokers to serve SMEs cost-effectively.

You need to decide whether you want the peace of mind of working through a broker or the speed, control and convenience of doing it yourself online.

In conclusion, we believe group life insurance offers much value and peace of mind for SMEs. While many South Africans have funeral cover, very few have life or disability cover.  As an SME owner or manager, you can show you care by taking a policy for your employees.  Not only will you probably save money relative to an equivalent retail product, you’ll be amazed at how much your employees will appreciate your care and generosity. And you’ll be able to sleep easy, knowing their families will be taken care of if they die or become disabled.

Continue Reading

Managing Staff

Day Zero And Your Employees – What An Entrepreneur Needs To Know

With Day Zero pushed out to 2019, entrepreneurs in the Western Cape are still left with one concerning question: “What will happen to my business should the water supply still run dry?”

Jose Jorge

Published

on

day-zero

Depending on their reliance on municipal water, entrepreneurs could potentially find themselves without the ability to generate revenue in the absence of water. During this time, they will still be expected to pay staff a salary, creating a potentially untenable situation for certain businesses.

It is imperative that entrepreneurs in the Western Cape region start early discussions with their employees to find possible solutions that can be implemented should Day Zero actually hit. CDH provides the following possibilities to consider:

To pay or not to pay, that is the question

The duty of the employer to pay remuneration continues as long as the employee tenders his or her services. This is also the case where an employee is prevented from working, due to an unanticipated or unpreventable act such as a natural disaster.

Related: SME Survey: Day Zero Warning Hits SMEs Hard

An employer would have to pay its employees that tender work even if it cannot provide them with any work. Fortunately for employers, labour law recognises certain measures that can be taken to minimise this burden. The two most common are short-time and the temporary suspension of payment of remuneration. It is also important to note that these two measures can only be implemented if all parties concerned have agreed to it.

Short-time is a system of work that is used for periods when there is little or no work. The system recognises that paying an employee for periods when he or she is not working places undue strain on the financial position of the employer and the employee.

Employees may either agree to short-time in a contract of employment, or an employer may enter into a collective agreement regulating short-time with a union representing the affected employees.

A temporary suspension of payment of remuneration may be implemented when there is some prospect of the work situation improving in the near future and the employer being able to provide the employee with work. This may be implemented as an alternative to a dismissal.

Where there is no agreement to these alternatives an entrepreneur will have to engage with his or her employees, explain the company’s position and attempt to secure an agreement in this regard. If an employer is unable to do so, he or she may have to consider retrenchments.

Can you retrench employees as a result of Day Zero?

This is a difficult question. An employer will have to consider whether employees’ inability to work will be for a prolonged period.

There is no way of knowing how long a drought will continue. With the unpredictable effects of global warming, the weather has become increasingly difficult to forecast. The World Wildlife Fund anticipates that if the Western Cape region receives the same rainfall pattern as last year, the drought will continue for six months.

Related: Why Innovative Employee Benefits Are Your Competitive Advantage

The Labour Relations Act, No. 66 of 1995 allows an employer to retrench employees for ‘operational requirements’. Operational requirements are defined as requirements based on economic, technological, structural or similar needs.

In order to establish that an ‘operational requirements’ dismissal is substantively fair, an employer must determine that genuine operational requirements exist. If the anticipated consequence of the drought is that a business may not be able to continue with its operations – without access to municipal water – this would constitute an operational requirement.

In conclusion, CDH advises entrepreneurs in the region whose business is heavily reliant on water to consider entering into working arrangements with their employees for the duration of the drought. This will ensure that the entrepreneur and the employee are both in agreement regarding available options should Day Zero occur. It will also help provide a sustainable alternative to retrenchments.

Continue Reading

Managing Staff

10 Corny But Undeniably True And Inspiring Quotes About Teamwork

As Michael Jordan said, “Talent wins games; teamwork wins championships.” He ought to know.

Blake Snow

Published

on

Prev1 of 11

teamwork

With two games remaining, my daughter’s soccer team is in second place. They’ve won nine games and lost only one – to the team in third place.

Although that team doesn’t not have as many star players as our side, they beat us on the admittedly widely held but elusive principle that sharing the ball leads to more goals (and better defense) than impressive dribbling or individuality.

In other words, their 11 played better as a team than the three remarkable players on my daughter’s team. Granted, the third-place team probably dropped more games than we did because playing as an effective team in consecutive games is harder to do. After all, it’s easier for a few great players to show up to every game (as we have mostly done) than a reliable team.

Related: 7 Team Building Ideas To Create An Engaged Team

In any case, my daughter’s “club” will square off against the first place team this weekend. I suspect they’ll lose unless they listen to Michael Jordan: “Talent wins games; teamwork wins championships.”

The same is true in business and life in general.

If we want to “win championships” in both of those, we have to get others involved, pass more, risk failure, allow teammates to learn from their mistakes by letting them commit them and putting the needs of the group above our own selfish aspirations.

To that end, I encourage you, my daughter’s soccer team and everyone else interested in winning to consider and internalise my 10 favourite quotes on the importance of competing as a team. Some are a bit corny. All are true.

Prev1 of 11

Continue Reading
Advertisement

SPOTLIGHT

Advertisement

Recent Posts

Follow Us

Entrepreneur-Newsletters
*
We respect your privacy. 
* indicates required.
Advertisement

Trending