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12 visible signs of the fact that your new managers need training

When you enroll new managers, you give these individuals the opportunity to lead, control, mentor and motivate others, and these abilities of theirs have a huge impact on the overall success of your company.

However, too often, new managers are “thrown“ into their new role with just a little, or no training in the area of management. That can lead to mismanagement, which can result in low turnover, work stress and decline in employee productivity.

Nobody intends to be a bad manager on purpose. In fact, many managers do not even have to realize that they are doing something wrong. Anyway, there is a whole range of signs and qualities of your new managers, that need to be perceived and those can mean, that they need training.

1) Impertinent and rude communication

Impertinent managers show their subordinates the wrong direction by behavior ranging from mild offence to open attack. This style of management causes interpersonal friction, which often leads to malice and disturbs work processes. If your new manager cannot communicate problems or fears without insults, disregard, or shouting at the employees, it can be the right time for you to consider training in the management area and help your manager communicate constructively.

2) Creates office politics

Office politics kills morals, and can lead to toxic office environment. Your managers should be doing things to prevent it, not to support and maintain it. Finding out that the manager polarizes the employees, or chats with the employees about their equals, should be like a red flag telling you that the manager has to get management training.

3) Manages with fear or intimidation

Too often, managers think they have to intimidate or disgrace their employees to make them get into their tasks and avoid mistakes. This is dangerous management tactics, which causes unnecessary stress among the employess and lead to productivity decline. According to American Psychological Association, 51% of employees state that they are less productive at work due to stress in the workplace. The manager may get afraid or not sure how to get results without relying on threats. Regardless of the reason, this tactics does not help any team or organization as whole.

4) Ignores weaker team members, whose performance is not as expected

Some managers have difficulties confronting weaker team members for not performing as expected, while other just ignore them hoping that they won´t be seen, somehow. Meanwhile, all other team members must have slightly better results and performance, to fill in the gap caused by the weaker employees. That is a dangerous approach, which can lead to resentiment and low team morals.

5) Has problems delegating work

Nobody can master everything him/herself, but sometimes, managers think that delegating will make them less important. And so, they insist on their powers and apply micromanagement on their subordinates. This tactics can have negative impact on your whole company and often leads to lower quality of work.

6) Steals credit for success and blames for the bad

Keeping the team together is hard, when errors occur, and it is hard to resist the temptation to finger point. Good leaders are able to take over the bigger proportion of the blame, and less their own share of the success, for the benefit of the team. Unfortunately, many managers have the terrible habit of usurping the successes of the team as only their own, and, contrariwise, put 100% of the blame on the team members.

7) Finds it hard to provide constructive criticism

The employees have the right to expect their manager to show them the right direction and offer them mentorship. Thus, when the manager has no problems pointing out the mistakes, but, on the other hand, provides little or no conception of how to improve the situation, the employees are tired and frustrated.

8) Knows everything

Arrogance is a dangerous characteristics and can be toxic when team management is concerned. The best managers are open to learning from the others and seldom stubbornly stick to “my way“; they follow the old saying “two heads are better than one“.

9) Fails in passing up-to-date information to the team

One of the worst mistakes a manager can make, is not communicating important or useful information to the team. While there surely exist cases, when working on the “you need to know“ basis is better, sharing new information with the team is important for building trust and team morals. Keeping the information can lead to confusion and unnecessary stress among the employees.

10) Expects subordinates to read his/her mind

If the manager expects thae subordinates to know, what to do further, but does not provide them with information or instructions, he/she does not do a good job and the subordinates are subject to failure in vain. This problem can easily be solved by Management and Leadership training, which will help your manager understand, that the best way is to communicate his/her expectations to the team.

11) Planning fails

Jumping from one unexpected incident to another is stressing not only for the manager, but also for his/her whole team. Does it seem to you, that your new manager works one step from disaster all the time and does not have things that have to be done under control? If so, this is the right time for you to consider effective time-management training for improvement of setting goals and priorities and make sure the whole team does not suffer by the manager´s bad planning.

12) Puts off decisions and leaves them to the others

Managers, who collect all the information, but constantly cannot make decisions, can have negative, far-reaching effects on your organization. Lack of decision skills of your manager puts him in position, where he looks like a weak leader and that often leads to the members of the team losing respect for such manager.

Still not sure, if your new managers need manager training?

Look at Maxwell International management and leadership training programs to find out what you can do for your managers.

Have you ever hired a new manager with any of the above mentioned characteristics?

Are they going through training in the field of management, aimed at improvement of their management style?

Impertinent and rude communication

Impertinent managers show their subordinates the wrong direction by behavior ranging from mild offence to open attack. This style of management causes interpersonal friction, which often leads to malice and disturbs work processes. If your new manager cannot communicate problems or fears without insults, disregard, or shouting at the employees, it can be the right time for you to consider training in the management area and help your manager communicate constructively.

Creates office politics

Office politics kills morals, and can lead to toxic office environment. Your managers should be doing things to prevent it, not to support and maintain it. Finding out that the manager polarizes the employees, or chats with the employees about their equals, should be like a red flag telling you that the manager has to get management training.

Manages with fear or intimidation

Too often, managers think they have to intimidate or disgrace their employees to make them get into their tasks and avoid mistakes. This is dangerous management tactics, which causes unnecessary stress among the employess and lead to productivity decline. According to American Psychological Association, 51% of employees state that they are less productive at work due to stress in the workplace. The manager may get afraid or not sure how to get results without relying on threats. Regardless of the reason, this tactics does not help any team or organization as whole.

Ignores weaker team members, whose performance is not as expected

Some managers have difficulties confronting weaker team members for not performing as expected, while other just ignore them hoping that they won&acute;t be seen, somehow. Meanwhile, all other team members must have slightly better results and performance, to fill in the gap caused by the weaker employees. That is a dangerous approach, which can lead to resentiment and low team morals.

Has problems delegating work

Nobody can master everything him/herself, but sometimes, managers think that delegating will make them less important. And so, they insist on their powers and apply micromanagement on their subordinates. This tactics can have negative impact on your whole company and often leads to lower quality of work.

Steals credit for success and blames for the bad

Keeping the team together is hard, when errors occur, and it is hard to resist the temptation to finger point. Good leaders are able to take over the bigger proportion of the blame, and less their own share of the success, for the benefit of the team. Unfortunately, many managers have the terrible habit of usurping the successes of the team as only their own, and, contrariwise, put 100% of the blame on the team members.

Finds it hard to provide constructive criticism

The employees have the right to expect their manager to show them the right direction and offer them mentorship. Thus, when the manager has no problems pointing out the mistakes, but, on the other hand, provides little or no conception of how to improve the situation, the employees are tired and frustrated.

Knows everything

Arrogance is a dangerous characteristics and can be toxic when team management is concerned. The best managers are open to learning from the others and seldom stubbornly stick to “my way“; they follow the old saying “two heads are better than one“.

Fails in passing up-to-date information to the team

One of the worst mistakes a manager can make, is not communicating important or useful information to the team. While there surely exist cases, when working on the &ldquo;you need to know&ldquo; basis is better, sharing new information with the team is important for building trust and team morals. Keeping the information can lead to confusion and unnecessary stress among the employees.

Expects subordinates to read his/her mind

If the manager expects thae subordinates to know, what to do further, but does not provide them with information or instructions, he/she does not do a good job and the subordinates are subject to failure in vain. This problem can easily be solved by Management and Leadership training, which will help your manager understand, that the best way is to communicate his/her expectations to the team.

Planning fails

Jumping from one unexpected incident to another is stressing not only for the manager, but also for his/her whole team. Does it seem to you, that your new manager works one step from disaster all the time and does not have things that have to be done under control? If so, this is the right time for you to consider effective time-management training for improvement of setting goals and priorities and make sure the whole team does not suffer by the manager´s bad planning.

Puts off decisions and leaves them to the others

Managers, who collect all the information, but constantly cannot make decisions, can have negative, far-reaching effects on your organization. Lack of decision skills of your manager puts him in position, where he looks like a weak leader and that often leads to the members of the team losing respect for such manager.

Written by

Dr. Michal Kopřiva

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