5 Ways to be a Terrible Manager
Once in a while, we look back and find that advice we doled out years ago can feel even more relevant today; hence, the throwback blog post. Recently, upon witnessing some intense red flags in a management approach, I was reminded of this gem, which takes a reverse psychology approach to catalyzing insight for managers: What might you be doing wrong? And how can you take meaningful lessons from the absolute worst example of what a manager can be? Read on for five key ways to be an absolutely terrible, horrible, no good, very bad manager.
In the realm of leadership, the impact of a manager cannot be overstated. We've all heard the adage, "people don't leave jobs; they leave managers." But what exactly defines a poor manager? For those aspiring to drive away talent (!) and foster an environment of discontent (!), here are five strategies to help you achieve that dubious distinction.
1. Foster Distrust and Anxiety
To truly excel in terrible management, ignore your employees' voices and create an atmosphere of apprehension. Ensure your team feels incapable of approaching you with their concerns, fearing judgment or reprisal. Effective communication? That's a trait reserved for competent managers. Instead, prioritize maintaining a one-way dialogue, leaving your team feeling unheard and undervalued.
2. Disregard Career Aspirations
Terrible managers know their team members have no ambitions beyond their current roles. Avoid discussing career growth altogether, relegating such conversations to the backburner. By neglecting your employees' career paths, you ensure their stagnation and eventual departure. After all, why bother fostering growth when complacency is so much easier to maintain?
3. Set Unrealistic Expectations (or better yet: none at all!)
Cement your reputation as a dreadful manager by setting unattainable goals or failing to establish any expectations at all. Push your team to the brink with lofty standards or leave them adrift without guidance. By stifling ambition and discouraging success, you ensure your team never reaches its full potential. After all, who needs accomplishments when mediocrity is the status quo?
4. Cultivate a Culture of Micromanagement
Embrace the art of micromanagement to its fullest extent. Hover over your team members' shoulders, scrutinizing their every move and sapping their autonomy. Make it abundantly clear that you don't trust their abilities and competence, effectively demoralizing and demotivating them in the process.
5. Avoid Recognition and Appreciation
In the realm of terrible management, recognition and appreciation are foreign concepts. Never acknowledge your team's hard work or achievements. Instead, take credit for their successes while deflecting blame onto them for any shortcomings. By withholding praise and gratitude, you ensure your team feels undervalued and disposable.
While not everyone aspires to be a truly terrible manager, those who do can excel with the right strategies in place.
That said… if you're looking to break free from the cycle of incompetence and become an effective leader, ask yourself: do I make any of these mistakes? Awareness is the first step. And then, consider management coaching.
A coach can help you navigate the complexities of leadership, offering guidance and support to enhance your management skills. Through personalized coaching sessions, you can gain insights into your leadership style, identify areas for improvement, and develop strategies to cultivate a positive work environment. Whether it's mastering communication, fostering employee growth, or cultivating a culture of trust and appreciation, a coach can provide invaluable guidance to help you become the leader your team deserves.
Ready to embark on your journey towards effective leadership? CFW Careers offers manager training and professional development sessions to help you refine your leadership skills. Schedule a free consult call to learn more about how coaching can transform your management approach today.