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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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.

Phyllis Moracco
HR Director

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.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, 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

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

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.

Kortney Riddle
HR Manager

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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