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Tuesday, 30 April 2024 15:14

Who Pays for Poor Managers?

Managers are entrusted with the responsibility of guiding teams, making crucial decisions and ensuring the smooth functioning of business operations. However, when a manager falls short of expectations or exhibits poor leadership, the repercussions are felt not just within the team but throughout the whole organisation.

Typical ‘poor management’ traits include not providing effective performance feedback, not addressing a problem and not keeping in communication with the team which has never been more important in the hybrid world.
It's interesting how these traits translate into financial figures.

By not providing performance management feedback, an employee assumes their output is fine. This creates an environment where employees aren’t working to their full potential. Moreover, when performance reviews don’t take place, employees may feel uncertain about their responsibilities. This lack of direction will disengage employees.

According to the PwC, 1 in 5 employees are actively job searching. According to Gallup’s ‘State of the Global Workplace: 2023 Report’, 59% of the workforce are ‘quiet quitting’.*

Poor performance feedback therefore not only affects productivity but the business will also pay for recruitment and retention costs.

A poor manager might not address toxic behaviours in the team because they feel the conversation is difficult. If these behaviours aren’t addressed, then the team will feel that it is ok to continue acting in this way fostering a toxic culture. However, when it goes too far, a team member may raise a grievance. The grievance process will take time away from business productivity. For smaller businesses, it is likely they will use external consultants to conduct the grievance. Then it’s a case of paying for the consultant’s fees.

A January 2024 CIPD article stated that hybrid working is set to stay. Communication has never been more important as the team works in the hybrid world. Of course, there are benefits to the hybrid working model, but we have lost ‘watercooler moments’ that fostered collaboration. Equally, it is not as easy to have general catch ups with the team to check in on their progress and wellbeing.

Current communication systems generate more interruptive instant messages which can disrupt workflow and concentration. Moreover, it’s easy to misinterpret a teams message or email. This can delay deadlines because the team are trying to find the right information before they can complete the task. Ensuring your managers recognise the pitfalls of communication in the hybrid world will increase to-the-point conversations.

A poor manager is not necessarily an unpleasant one. As a person, they may be affable and likeable. However, a pleasant personality does not compensate for poor management behaviours.

Who pays for poor managers? Poor managers affects the workplace culture, team’s performance and wellbeing. But, ultimately, it is the business’ bottom line that pays for poor managers. Ineffective communication and low productivity hinder business output.

However, is it entirely the individual’s fault that they are a poor manager? If they have never been shown what good looks like, then they will never know. These skills are easily trainable.

Investing in high quality training will save your business money in the long run. Our Developing Manager course is the perfect starting point to demonstrate to your managers what good looks like.
We also have a suite of leadership and management qualifications accredited by the Institute of Leadership and Management (ILM).

Or, if you want to speak to us about bespoke leadership options, then get in touch by calling 01452 331331 or emailing This email address is being protected from spambots. You need JavaScript enabled to view it.

*Both figures taken from the 'State of the Global Workplace 2023 Report, Gallup. 

 

  

Read 959 times Last modified on Tuesday, 30 April 2024 15:19

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