Have you ever found yourself stuck with a manager who seems to have missed the memo on effective leadership?
Yup, I’ve been there too.
In the ever-evolving world of work, encountering bad managers is an unfortunate reality many face.
But fear not!
In this article, we’ll dive deep into the reasons behind the prevalence of ineffective managers, explore relatable scenarios, and chart a path towards better leadership.
So, grab your favourite beverage, settle in, and let’s get started!
Bad Bosses
We’ve all come across leaders who talk the talk but fail to walk the walk.
They preach about listening to employees but disappear faster than a Harry Potter spell when you need them. They claim to foster an open culture, but their office doors are perpetually closed.
The hypocrisy is cringe-worthy, eroding trust faster than rumours spread in a school hallway.
Picture this: you’re working for an education provider, reporting to a chief operating officer (COO) who spends more time perfecting the art of office decoration than actually leading.
Endless meetings that could rival a Netflix binge session and tasks like stamping certificates that make you question the true purpose of their role.
And it’s not just limited to education.
In my previous job, I witnessed a CEO who, despite coming from HR, seemed to have skipped the chapter on HR best practices and business acumen.
It’s like having a DJ who can’t find the beat at a music festival!
All these bad bosses have one thing in common – a never-ending carousel of colleagues.
High turnover rates can turn an office into a revolving door, making it difficult to form meaningful connections.
It’s like speed dating, where you hesitate to invest time and energy into building relationships because you’re unsure if your new colleague will stick around long enough for a second cup of coffee.
And let’s not forget the old guards who’ve been around since the Jurassic era, bossing people around without contributing much.
It’s like having a dinosaur as your team lead, bellowing orders while making interns cry.
Before we lay all the blame on these ineffective managers, let’s take a step back and examine the selection process.
The selection boards are responsible for choosing leaders who can inspire, motivate, and guide their teams.
But sometimes, they miss the mark.
Remember that underperforming football coach in Singapore?
It’s not entirely his fault; the selection board placed him there.
It’s time to ask the board for accountability, too: Are they setting our managers up for success or failure?
The Way Forward: Let’s Flip the Script!
Now that we’ve dissected the problem, we must focus on solutions.
Research revealed that 55% of people leave their jobs due to bad managers.
That’s a shocking statistic!
Imagine a world where reference checks actually worked for employees! Until then, we can focus on what we can control: choosing the right company and demanding better leadership.
Here are some things to look for in a future employer:
- 360-Degree Feedback and Coaching Programs: Imagine your boss getting feedback from everyone, not just their BFF in the corner office. That’s the magic of 360° feedback! It’s like holding up a mirror to their leadership skills, showing them their strengths and, ahem, areas for improvement.
- Managerial Training and Development: Not everyone is a natural-born leader, but that doesn’t mean they’re doomed to office mediocrity. Investing in managerial training programs equips bosses with the skills they need to be, well, boss-like. Think communication workshops that don’t involve charades, conflict resolution training that doesn’t turn into World War III, and emotional intelligence courses that help them understand why passive-aggressive emails are evil.
- Transparent Performance Evaluation: Performance reviews shouldn’t be a monologue where your boss talks and you nod silently (even if you’re internally screaming). It’s time for open and honest conversations, where you can share your thoughts and feelings without fear of being banished to the printer room. Think of it as therapy for your work life, except hopefully less expensive and with fewer awkward silences.
- Cultivating a Culture of Feedback and Recognition: Appreciating good leadership shouldn’t feel like selling your soul to the company store. Organizations should create a culture where feedback is encouraged and rewarded, not met with raised eyebrows and suspicious glances.
From Boycotting Bad Bosses to Building Better Leaders
Remember how we shame fast fashion brands for questionable practices?
We can do the same with bad leadership!
By choosing companies that invest in their managers, we send a clear message: we deserve good bosses, dammit!
Hopefully, this will make the boardrooms realize that picking the right leader is more important than the office Keurig model.
And who knows, you might even end up with a boss so awesome that you’ll forget all about the bad ones (well, almost).
