What
to Do about Problem Supervisors
Credited to Catherine -
If you have ever
quit a job because you didn't get along with your
boss, you are not alone. A Gallup Poll of over
a million employees found that how long workers
stay at companies and how productive they are
is determined by their relationship with their
immediate supervisor.
While "bad
bosses" make for good Dilbert cartoons, the
reality is no laughing matter for most businesses.
The consequences of poor management can seriously
damage a company's bottom line. Replacing
even one employee can cost six months or more
of that employee's salary when all costs are taken
into account.
On top of recruitment
expenses, such as newspaper advertising, losing
an employee costs a company time spent by other
staff interviewing, training, and doing the work
of the former employee until a replacement is
found. It can also result in lower morale and
productivity as employees discuss the situation
around the water cooler. In some cases it can
result in lost business when customer service
or product delivery is disrupted.
Employees who
remain with a poor supervisor rarely go the extra
mile for their employer. Gallup found
poorly managed workgroups are an average of 50%
less productive and 44% less profitable than well
managed groups.
If your organization
has a problem with "bad bosses" the
good news is that most supervisors and managers
really want to do a good job. In most cases, if
a boss isn't doing a good job it is because
they don't know how.
Many supervisors
have been promoted to a leadership position because
of their technical skills rather than an ability
to manage people. Being promoted to supervisor
is often seen as a reward for someone who has
done well on the manufacturing floor, in administrative
support, or in the field.
Senior management
may think: "Sam Supervisor did a great job
on the front line. Sam should be able to show
a team how it's done." However, being a good
worker doesn't necessarily mean someone will automatically
know how to get good results from others.
For some people,
being promoted to supervisor can actually be a
fearful experience. A new supervisor may fear
losing control, losing face, and ultimately losing
their job. The new supervisor deals with these
fears by using tactics they think will work.
Not knowing any
better, they may be overly controlling. Or they
may try so hard to avoid being controlling they
don't clearly communicate what's expected. They
may be demanding and critical, thinking they need
to act that way to get things done. Or they may
be so afraid of conflict or the appearance of
favouritism they avoid giving employees any feedback
whatsoever.
Any of these behaviours
can result in dissatisfied employees, higher turnover,
and lost productivity. Fortunately, there are
steps you can take to deal with bad management
no matter where you are in the organization:
If you have
a problem boss
Recognize that
your boss's behaviour is probably due to ignorance
rather than malice. If you can see your supervisor
as someone who is working with limited knowledge
about how to manage, it may be easier to let their
behaviour roll off your back.
For as long as
you choose to stay with your employer and work
with your boss, do what you can to support
him or her. You will be seen as a team player
and may be able to advance in the organization
with or without your boss. As a bonus, many employees
who start supporting a boss rather than rebelling
find the boss's behaviour improves.
Stand up for
yourself. Supporting your boss is not the
same as being a doormat. Don't tolerate being
yelled at or otherwise treated badly. If your
boss does something you find unacceptable, say
so as directly and unemotionally as possible.
Being assertive can often put a stop to unacceptable
behaviour. Some bosses have no idea how they have
been treating someone until that person speaks
up.
If you think
your own management skills could be better
Spend time observing
what successful managers in your organization
do differently from other managers. Notice in
particular the way successful managers communicate
with the people who report to them.
You will probably
notice that good managers communicate expectations
clearly without micromanaging. They tell
employees the results they expect, but give them
some freedom as to how they achieve those results.
They notice what employees do right, and give
them immediate recognition for doing a good job.
Chances are you
will find managers in your organization who are
doing things right. Consider asking one of those
successful managers to mentor you. A mentor
meets with you at scheduled times to discuss your
challenges and offer advice.
Use every opportunity
to develop your management skills. Take advantage
of company sponsored management training programs
or take classes on your own. You can also find
some excellent advice in books ranging from Dale
Carnegie's classic
How to Win Friends and Influence
People
to Marcus Buckingham and Curt Coffman's
First, Break All The Rules:
What the World's Greatest Managers Do Differently.
What companies
can do
Senior management
can serve as role models of the behaviour
expected of supervisors, including setting clear
expectations and giving plenty of positive feedback.
When it comes to giving feedback and rewards,
senior management can recognize supervisors who
reduce turnover while maintaining productivity.
Consider implementing
a system of 360 degree feedback to replace
the traditional system of performance reviews.
With 360 degree feedback, a supervisor's performance
can be evaluated, and areas for improvement identified,
by employees who report to that supervisor as
well as the supervisor's manager and peers.
Companies can
also provide formal and informal opportunities
for supervisors to learn how to be better managers.
Effective management techniques can be shared
and learned through mentoring as well as
management
training programs.
With proper feedback,
training and support, a company can go a long
way to making poor management a thing of the past
Published with permission from FabJob.com. Visit www.FabJob.com to discover how to break into the career of your dreams
| 
