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There’s a Reason Everyone Hates Their Manager. Why Don’t We Do Anything About It?

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Summary

Many people are promoted to management positions without any formal training, leading to 98 percent of managers feeling that more training is needed. Poorly managed teams can have difficulty meeting goals, lack of feedback, and low morale, and yet many bad managers remain in their positions with no consequences. Companies should invest in real training and support for managers, assess management as a skill during performance evaluations, and create tracks for advancement without involving management.

Q&As

What are the skills necessary to be a successful manager?
The skills necessary to be a successful manager include hiring well, setting clear goals, delegating responsibilities, staying engaged with work without micromanaging, giving useful feedback, having tough conversations about problems, holding people accountable without being a jerk, resolving conflict, and understanding relevant laws.

What is the impact of having a bad manager on a team?
The impact of having a bad manager on a team can mean employees don’t have clear goals, or they have the wrong goals, or there are no checks in place to monitor progress against those goals. It can mean people don’t hear what they’re doing well or where they need to improve. It can mean problems fester, initiative is snuffed out, strong workers aren’t retained, and poor performers stick around for years while the good ones are driven off.

What are some of the reasons companies don't invest in training and support for managers?
The reasons companies don't invest in training and support for managers include that it requires a serious investment of time and money that most organizations simply don’t want to make. Additionally, many people end up in management roles that they never really wanted and might not be particularly suited for, simply because it’s the only way to advance in their careers. Companies also compound the problem by not holding managers accountable for how successfully they manage.

Are there any alternatives to management career tracks?
Alternatives to management career tracks include creating tracks for people to move up that don’t involve managing, since not everyone will be good at it.

What are some examples of bad manager behavior?
Examples of bad manager behavior include micromanaging, trying to be everyone’s best friend (or on the other end of the spectrum, their adversary), never giving feedback, refusing to address problems, taping people’s mouths shut at meetings, showing up with work questions while an employee is having chemotherapy, and more.

AI Comments

👍 This article presents a comprehensive view of the importance of managers being properly trained and the impact of having a bad manager on a company's bottom line. It provides real accounts from former managers that emphasizes the need for proper training and support.

👎 This article fails to provide any solutions on how companies can properly train and support managers. It merely mentions that companies should invest in training without providing any guidance on how to do so.

AI Discussion

Me: It discusses the fact that many people are promoted into management positions without any actual training, even though the skills required to be a successful manager are often completely different from the skills required to do the job they were promoted from. It also points out that bad managers can have a negative impact on a company's bottom line and can make it difficult to attract and retain talented employees.

Friend: Wow, that's really problematic! It's crazy to think that so many companies are allowing untrained people to manage their employees.

Me: Yeah, it definitely is. And it's not only bad for the employees, it's bad for the company too. Companies should be investing in real training and support for their managers, and creating tracks for people to move up in their careers without having to manage.

Action items

Research and attend management training courses to gain a better understanding of the skills needed to be a successful manager.
Reach out to more experienced managers for advice and mentorship.
Advocate for better management training and support in your organization.

Technical terms

Direct Report: An employee who reports directly to a manager or supervisor.
Micromanage: To manage or control a person or situation in an excessively detailed or restrictive way.
Delegate: To assign a task or responsibility to another person.
Accountable: Responsible for one's actions or decisions.
Renege: To go back on a promise or commitment.
Apprenticeship: A system of training a new generation of practitioners of a skill.