People leave people, not companies, right?
We're in an epidemic of low engagement (I like to call this "The Working Dead") and no matter how many perks a company offers, employees are still unhappy.
Managers make or break an employee.
Think about it.
A good manager develops and grows people. Listens. Understands everyone's values, gives autonomy and purpose (If you haven't read Drive by Dan Pink stop what you're doing and immediately go buy it), and provides regular feedback that comes from a place of good intentions.
A bad manager can't be trusted, puts the team last, is selfish. Doesn't provide regular feedback, set goals, or share information. Gossips. Acts passive-aggressively and quite possibly also has low integrity. (Having any one of these characteristics is a problem; count yourself lucky if you've worked for someone who had them all!)
When I find someone who has a bad manager (which I'm defining as a boss who has many of the qualities above or additional ones I didn't list - not just a few that can be overlooked) we start our coaching sessions by first looking within and seeing what changes can be made that might impact the manager's behavior. For example:
- Are you taking things too personally?
- How are you setting yourself up for success? Are you giving your manager a reason to do <insert behavior here>?
- Are you always assuming the worst? Too much of a pessimist?
When someone has a bad manager this helps for a little while, but since it's a band-aid and treats the symptom (the employee's behavior), instead of getting to the root of the problem (the manager), the results aren't sustained. And that's the moment of truth:
Can you give your boss this feedback, and if so will it change his or her behaviors?
Yes! Pass go, collect your $200, jump for joy. This means the manager has self-awareness and high emotional intelligence. Which means he's willing to listen, empathize with what you're saying, and won't be offended.
No. It's a lost cause. If you can't talk it out for fear of being reprimanded or because she is so clueless that she won't take the feedback seriously, it's time to move on.
A bad manager can only be saved if there is high emotional intelligence, of which two components are empathy and self-awareness. These characteristics are the foundation of everything that comes next (continuous feedback, a support system, good leaders to emulate). Without these, it's a lost cause.