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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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 had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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VP of Human Resources

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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Edify

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

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HR Manager

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

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Senior Manager, HR Destiny Sales Region

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

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Hyperion

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Director, Organizational Excellence & Development

Intuit

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Hyperion

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