5 types of managers to avoid
December 3, 2015 9:17 AM
Many of us are familiar with Miranda Priestly, the fictional character from the novel The Devil Wears Prada, who treats her subordinates in a manner that borders on emotional and psychological abuse. Unfortunately, these types of managers exist in the real world and HR and benefit managers should keep a watchful eye when filling or evaluating managing roles in the company. Aaron Hurst, CEO of Imperative, a research and consulting firm that advocates for a purpose-oriented workforce, says the No. 1 reason people leave a job is because of their manager. Here are some of the worst types of managers.
[Image: Fotolia]
[Image: Fotolia]
The micromanager
This manager is involved in every detail of a project. A managing micromanager can prevent employees from being creative and can harm office dynamics.
[Image: Fotolia]
[Image: Fotolia]
The rudderless boat captain
This type of leader either because of poor planning or lack of communication skills doesnt give employees all the information and direction needed to complete projects.
[Image: Fotolia]
[Image: Fotolia]
The sleeping cheerleader
Its important to celebrate the successes of a team. While it isnt necessary to celebrate every detail, a lack of any affirmation from management can over time destroy employee morale and make subordinates resentful. Managers who fail to recognize members of their team may be too distracted or might not understand the value of praising their reports, says Hurst, or worse, they might not appreciate the work of the team.
[Image: Fotolia]
[Image: Fotolia]
The ghost
This is the manager who, once hired, is never seen. Even if check-in meetings are scheduled, something always comes up that keeps this manager from ever showing up. These managers, Hurst says, are typically poor priority-setters.
[Image: Fotolia]
[Image: Fotolia]
The conflict averse
This type of managers gets weak in the knees if conflict arises, and never gives feedback or takes a stand in the organization. They are so worried about upsetting someone that they cant be courageous, says Hurst. This can hinder your development in the organization.
[Image: Fotolia]
[Image: Fotolia]
