When you hire new managers, you're entrusting them with the crucial task of leading, supervising, mentoring, and motivating others. Their effectiveness in these roles significantly impacts your company's success. However, all too often, first-time managers are thrust into their positions without adequate training, leading to poor management practices.
This lack of preparation can result in high turnover rates, workplace stress, and decreased employee productivity.
No one sets out to be a poor manager intentionally. Many managers may not even realize they're making mistakes.
However, there are several signs and traits to watch for in your new managers that indicate they could benefit from training:
Uses abrasive communication: Managers who communicate abrasively create friction with their subordinates, leading to resentment and workflow disruptions.
Creates office politics: Managers who engage in office politics can create a toxic work environment and harm morale.
Manages with fear or intimidation: Managers who rely on intimidation tactics cause unnecessary stress among employees, resulting in decreased productivity.Ignores non-performers: Managers who fail to address underperforming employees create resentment among the rest of the team.
Has trouble delegating work: Managers who micromanage and refuse to delegate tasks hinder organizational productivity.
Steals credit for successes and passes blame for failures: Managers who fail to take responsibility for mistakes damage team cohesion and morale.
Has trouble providing constructive criticism: Managers who are unable to offer constructive feedback leave employees feeling discouraged and frustrated.
Knows everything: Arrogant managers who refuse to listen to others hinder collaboration and growth within the team.
Fails to update the team: Managers who withhold important information create confusion and stress among employees.
Expects subordinates to read minds: Managers who fail to communicate expectations clearly set their team up for failure.
Fails to plan for future concerns: Managers who constantly operate in crisis mode hinder the team's ability to achieve long-term goals.
Pushes off decisions to others: Managers who avoid making decisions erode trust and respect among team members.
To ensure you're not overlooking these behaviors, consider soliciting feedback from employees who report directly to the new manager through an employee satisfaction survey. This feedback can provide valuable insights into the manager's performance.
If you're still unsure whether your new managers need training, explore Sandler's management training programs to see how they can benefit your team.
Have you ever hired a first-time manager exhibiting any of these characteristics?
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