4 Bad Manager Traits Employees Hate Most

Bad Manager Traits Man Yelling

What Are The Bad Manager Traits Employees Hate Most?
For decades, we have been asking employees to list the bad manager traits employees hate most.  With over two decades in the trenches helping new managers learn what good management entails and observing leadership best practices, we have some proven tips to pass along.

Invest In Management Development
Our first recommendation is to ensure your new managers are set up to succeed by providing the new manager training you need to build the skills of new leaders. Even though most new managers have excelled as an individual contributor, the role of a new supervisor requires a whole new skill set. Learn what you need to know and then follow these tips that are helpful for even the not-so-new managers.

Four Bad Manager Traits Employees Hate Most
New leaders need to stop doing what doesn’t work.

1.  Stop Holding On To Workers Who Don’t Support The Team
New managers are especially loathe to let team members go. It certainly shouldn’t be done precipitously—it takes time to evaluate the individuals on your team—but poor workers, either because of inability or serious incompatibility, can undermine team performance.

  • If you have an employee who is performing below standard, you need to find out why. Do they need more training or an assignment that better utilizes their strengths? If there’s no improvement, compassionately find another spot for them.
  • If you have an employee who disrespects others or who is not a cultural fit, don’t hang on to them. Show that what you value most is a positive, collaborative and aligned environment.

2.  Stop Emphasizing Strategy Over Mission
Yes, you do need a cohesive plan that guides the decisions of your team and sets out the clear action steps to achieve your objectives. But understand that strategy on its own does not motivate your employees. Instead, employees are inspired to work harder and better when they have a meaningful sense of mission.

When employees understand that their work has purpose and contributes to the organization’s overall goals, they can more fully commit to the strategy. Mission helps to drive employee engagement, not the other way around.

3.  Stop Using Money As Your Only Motivator
Money as a primary motivator, especially for tasks that depend on creative, innovative thinking, is simply ineffective. Instead give your employees opportunities…to learn and grow, to tackle new challenges, and to operate with more autonomy. Additionally, superior work and discretionary effort should be recognized and rewarded…not just (or at all) by dollars but by public thank you’s and salutes.

4.  Stop Avoiding Difficult Decisions
As a new manager, you must make all kinds of decisions – often with limited time and information. A few are easy; most are tough. But you can’t wait to gather in all the information you’d like to have to rule out uncertainty.

Life in the business world moves too fast for the luxury of risk-free decision-making. You will make mistakes but, usually, inaction is more risky than action. You can always shift course along the way.

Meantime, take responsibility for your decisions, deal with the consequences, clean up any messes that occur, and learn.

The Bottom Line
As a new manager there are certain things you need to “stop” doing related to the bad manager traits employees hate most. But what you must “keep on” doing is learning and creating the environment for your team to succeed. That’s the most important thing you do as a manager.

To be set up to succeed as a new manager, Download The New Manager Toolkit Now

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The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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Vice President of Human Resources

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

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Director, Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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Firmware Engineering Supervisor

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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VP of Human Resources

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

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SPO Partners & Co
Kim Silva, CFO

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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HR Project Manager - Training & Development, PHR

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

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Director, Business Planning & Analysis

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