Bad Management Behaviors

Bad Management BehaviorsBad Management BehaviorsWe all need to gripe about our boss now and then.And managers, youre kidding yourself if you dont think you are the subject of your employees dinner time conversation once in a while. It comes with the job. Most managers are decent, hardworking human beings with the best of intentions. But no manager is perfect, and sometimes stress brings out the worst of behaviors. Here is a list of things that managers do to annoy their employees. Managers, do an honest self-assessment or better yet,get some candid feedback and if you are doing any of these things, make a resolution to STOP doing it. Not being responsive to questions or requests.When an employee asks a question or makes a request, dont ignore it until they have to ask again. Be responsive yes, no, maybe, or let them know when you will have an answer for them.Forgetting what you have asked them to do. Yes, we all forget now and then, I know I aya do. When you do, it tells your emplo yee what you asked them to do may not really be that important.Assigning the same task to different employees.This could happen due to forgetfulness, or it could be setting employees up intentionally to compete. Both are annoying. Not setting an example(do as I say, not as I do).Leaders need to be role models, not hypocrites.Taking special privileges.For example, flying first or business class and having your team fly coach. There is a great leadership tradition in the military officers eat last. Its a good standard for corporate managers to keep in mind.Coasting. Some managers get complacent, even lazy, yet expect their employees to plektrum up the slack. If you are going to retire, dont do it on the job.Not pitching in in a crisis.All hands on deck means ALL hands, including the manager. While its true that managers should not be doing the work of their employees on a regular basis, the crew will sure appreciate when a manager pitches in and gets their hands dirty when needed. Ov erpromising and under delivering.This is another symptom of the Type A visionary manager who comes up with lots of big ideasbut rarely follows through with any of them. After a while, they losecredibility and trust.Not listening/multitasking. Employees know when a manager isnt paying attention, and its more than annoying, its disrespectful.Insensitively to signs of overwork. The manager that keeps piling it on, oblivious to the telltale warning signs that an employee is on overload and about to hit the breaking point. Fighting with and badmouthing your peers or boss.Employees want their managers to have positive, collaborative relationships with their manager and peers. If they dont, its the employees who end up suffering the consequences of a lack of resources and cooperation from their other departments.A lack of understanding or appreciation for the work. An often heard employee complaintMy boss doesnt have a clue what I do or how hard I workTaking credit, not giving credit.A sur efire way to destroy trust and loyalty. Inexcusable, justhorrible boss behavior unternehmensverbund back, not sharing critical info. Knowledge is powerMicromanaging. Ah, the number one thing a manager can do to annoy employeesNot addressing performance problems. No one appreciates seeing their coworkers get away with murder.Playing favorites. Its hard to be perceived as treating everyone fairly. One way to make it harder is to think you can be friends with your employees. Many managers think they can it usually backfires.Sending emails, texts, or making phone calls on weekends and evenings,and expecting an immediate answer. Employees need their own personal time, let them have it. Being cheap. Managers often have to tighten the belt, but there is a big difference between frugal and cheap. Frugal is staying at a less expensive motel. Cheap is making employees room together.Indecisiveness.Not making a decision, or taking forever to make a decision. Either way, the manager becomes a b ottleneck.Waffling.Similar to indecisiveness, but its like trying to please everyone and flip-flopping back and forth.Loose lips.Betraying confidences anotherway to erode trust.Being moody, emotionally volatile, and unpredictable. I once knew a manager that everyone always checked with his secretary to find out what kind of mood he was in for the day. She even developed a handy early warning system. Wont ever admit a mistake.The manager who is quick to blame others and point fingers with no humility.My way or the highway. The manager who insists on doing everyone the right way when its really their way.Not open to new ideas.The manager who is quick to shoot down new ideas, instead of being open to possibilities.Its all about me. The manager with a big ego, with little interest in their employees world.Not being available.The manager who is impossible to reach, always busy, and doesnt take the time to have regular one-on-one meetings. Abusing your power. Being a bully, in often is subtle ways, likemaking your employee wear funny hats.Being a buzzkill.When an employee shares good news or an accomplishment with the manager and the manager points out that the glass is only half full.Being a know-it-all.The manager that always has to one-up the employee to show them how smart they are.Yes, thats a good idea, and heres how to make it even better

A Promotion Announcement Letter is More Than a Pat-on-the-Back

A Promotion Announcement Letter is More Than a Pat-on-the-BackA Promotion Announcement Letter is More Than a Pat-on-the-BackWhen management writes a promotion announcement letter, there are many reasons for doing so. It allows the employee to be recognized for their achievement, and may put an end to possible rumors that have been circulating, but there are sound business reasons to make the announcement as well.How should an internal promotion announcement letter be formatted? To properly announce an employees promotion, either a human resources manager or the head of the department writes and signs the announcement. its usually formatted as a muster company memorandum, and should be addressed To all employees so that everyone receives the same information at the same time.What information should be included in the announcement? There are a number of significant points that should be covered so that the information is clear to everyone. They areThe individuals nameThe individuals pr evious experienceTheir new title and what theyll be responsible for in the new positionWho theyll be reporting toWhen the new position is effectiveWho will be assuming the duties of their previous positionIs it necessary to announce the promotion to anyone outside of the company, and if so, who?There are two types of announcements that may need to be made to outside contacts. The format for outside announcements is standard letter format on company letterhead.If, in their previous position, the employee had relationships with suppliers, customers, consultants, or any other business entity that may be effected by the change, those individuals or companies should be notified.In addition, an introduction should be made to the outside contacts the employee will deal with in their new position.Does the information differ when writing to contacts outside of the company? The same information provided in the company memorandum should also be included in the letter to those outside the compa ny, but with a different emphasis.Previous outside contacts will be more interested in the person assuming the individuals responsibilities, so including a little more information in this area will be helpful to both.Additionally, existing contacts that the promoted employee will be dealing with in their new position should be provided a little more detail about the individuals qualifications. Any change in contact information should also be included.While a promotion announcement letter is, indeed, a pat-on-the-back for the person receiving the promotion, it also serves a real business purpose by providing the same information to all parties involved. LiveCareers Cover Letter Builder can provide the inspiration you need to make the announcement positive and clear to all. Related Articles Apology Letter for Being LateApology Letter for Missing an InterviewApology Letter for Mistake at Work

These are the 6 types of mean men you should avoid at work

These are the 6 schriftarts of mean men you should avoid at workThese are the 6 types of mean men you should avoid at workThe rise of the mean man is an emerging problem in ur country and our workplaces.Mean men are people with entrepreneurial characteristics that have been taken too far. Some characteristics of entrepreneurs include a need for achievement, drive, being action-orientation, a need for autonomy, a desire for high levels of control, high impulsivity, suspicion of others, a predisposition to take risks, high self-confidence, and a high need for approval.When some of these traits are dialed up, we start seeing sides of people that can be dark and worrying - especially when that person is your boss or coworker.Here are six types of mean men1. The Two-FaceThe two-faced mean man is someone who has one side that is caring, empathetic, and patient. Then theres another side that can be problematic when it rears its head. An example of this type is Jerry Sandusky, the former Pe nn State defensive coordinator who was charged with sexual abuse.2. The OpportunistPeople in this category expect recognition and privilege just because of who they are. They are unscrupulous, amoral, and comfortable deceiving others to get who they want. The poster boy for this type is Lance Armstrong, the former cyclist who was banned from professional competitions after he admitted to using performance-enhancing drugs.3. The HotheadHotheads are famous for their adult tantrums. They attack other people, go into fits of rages, and show hostility. Harvey Weinstein, the film producer who produced Pulp Fiction, among others, is known for being quick to anger.4. The CowboyWhen someone pushes the propensity to take risks, you get the cowboy. These are risk junkies who often end up looking stupid rather than courageous for the risks they take. For example, former Uber CEO Travis Kalanick took outsized risks to build the organization, some of which have backfired.5. The DogmatistThis type is endlessly argumentative. They take great delight in contradicting you. Theyre less concerned with the logic of their reason and more concerned with frustrating or undermining the other person for control. Steve Jobs was an example of this type.6. Mr. DissatisfactionThis type feels like life hasnt given him his due. He feels deprived, and at his core, he remains insecure about his power. An example isDov Charney, founder and former CEO of the now-defunct American Apparel.How should you react to these people?1) What is happening right now? Take a second to detach and bring rationality into our emotional state.2) What are the facts? Assess your personal needs and summarize what is it about the way you were treated that bothered you and what you want to accomplish?3) What is he doing? Think about what specifically the person is doing to push your buttons. What is he doing that is triggering a negative reaction?4) What amIdoing? Dont blame yourself as the victim, but it can help to t hink about how youre responding and whether changing your reactions would help.5) What are my options here? Its important to create boundaries between you and people who can make you feel horrible or doubt yourself.In general, its better to not engage. If they call, let it go to voice mail. If they send you an email, dont respond rightaway. If they are parading around the workplace looking for someone who they can take their frustrations out on, go to the rest room or just hide for a few minutes until they leave. By taking subtle - and not so subtle - steps back, youre signaling to them that youre not a target for their games.Mark Lipton is a professor of management at The New School and author ofMean Men The Perversion of Americas Self-Made Man.As told to Kirsten Salyer.