3 Pitfalls of Poor Management

I’m not sure who originally said this quote, but I’ll credit it to the person I first found it from. At first, this quote may seem a little confusing. How could a person leave something inanimate like a company anyway? I can honestly say I had that same confusion. Until it happened to me.

I worked for a company that I genuinely loved. I enjoyed what they were doing for the community; I thought the vision and mission were solid, and I was growing. However, through a series of rather unfortunate events, I was placed under the supervision of some pretty poor leaders. Through some of my own faults as well, I decided that it would be best that I leave the company. This happened over the course of two months. Now, how is that in that short amount of time, that I would stop loving the organization and be willing myself away from it? It was the managers.

Now here are three things to know about poor managers in regards to your current and potential talent:

1. Poor management chases away great talent. Even as early as the interview stage, poor management can greatly hinder you. If your hiring managers aren’t very good or have a reputation that precedes them, then the best talent you can get will likely be turned off before they even finish their first interview. No great person wants to work for someone who is not great.

2. Poor management discourages employee growth. Insecure managers will purposefully stunt the growth of their “subordinates” in order to further their own careers. These poor managers see the potential talent of an employee, stifle it to protect their position, and, in their insecurity, make working unbearable for the talent. It is a major flaw in poor management not to see that being able to recognize and develop talent in their team is actually a resounding praise for them. It makes them more valuable to the company, not less.

3. Poor management operates with an authoritarian ethic to leadership. This is the dictatorial method of leadership. “No idea is a good idea unless it comes from the leader,” is the mindset of this kind of manager. “You do what I say; no questions asked,” is their mantra. This is a sure way to destroy creativity in the team. It is important to release your people to do what you hired them for after the trust is built. Otherwise, what did you hire them for?

If you’re in a position to do so, examine your managers as the first response to poor performance or high turnover. You might be surprised by what you find.

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