How to help a poor manager improve

One of the biggest frustrations during reorganizations or landing your dream job out of college is being coupled with a poor manager. Without proper training, a horrible manager can destroy a quality team, and eventually a manager’s poor performance could affect company revenues. Whether you are taking management courses or leading a company, there are many options available for improving manager performance.

Managing by collaboration

Organizations' expectations of managers have changed considerably in the last few decades with the integration of technology introducing new methods of communication, along with a team-based approach of brainstorming ideas and managing projects. Michael Maccoby (2008), in his study of technology managers, found that management has undergone a “massive shift from management by command and control to management by collaboration and teamwork."

Managers who once led their employees with strict policies and guidelines and minimal communication now must embrace leadership, active listening and positive reinforcement. To help a poor manager improve, companies can provide managers with various training and workshop opportunities.

Roles and responsibilities

The first step in assisting a poor manager is establishing clear roles and responsibilities. Determining a chain of a command, along with both guided and self-directed work teams, can help a manager understand his or her immediate responsibilities. Then the manager can begin establishing goals and accountability. A thorough outline of tasks, roles and responsibilities will help avoid conflict and misguided competition.

Communication

Once responsibilities are organized, poor managers can also benefit from communication training. Although meetings still may occur in the boardroom, managers must also learn to communicate with their employees via available technology and face-to-face. Organizations rely heavily on communication and information technologies to tap into the intelligence and expertise of team members. These technologies may include company intranets, team conference calls, email, video conferencing and various groupware applications.

Ideally, managers frequently meet with their subordinates in person, but as more jobs are performed by remote workers, managers are often communicating by using technology tools. Unfortunately email, instant messaging and even text messaging can create a large gap in communication. Training on email etiquette, communicating successfully in writing and educating a manager on when face-to-face interactions work best can help a poor manager improve his or her communication skills.

Other communication training should include:

• Active listening
• Mentoring
• Conflict management
• Positive reinforcement

Empower the worker

A poor manager may struggle with letting go of his or her traditional management approach and is unfamiliar with the methods for empowering subordinates. Managers, with a clear role and organized responsibilities, should be more receptive to empowering employees. According to Macoby (2008), managers should be trained on creating a team environment in which team members trust and respect one another. This trust and respect is built on solid communication, follow-through by each member on assigned tasks and treating fellow employees with mutual support. With established trust and proper training, managers can begin to delegate tasks and trust subordinates to make key decisions.

Lead the team

A manager with clear roles and responsibilities, communication and delegation training can emerge from being a poor manager to a leader of an innovative team. However, a few training sessions will not result in an immediate change of a manager who has continually used poor management styles. Continued excellence will rely on follow-up training sessions and even team-oriented relationship building. Managers must constantly be challenged on how they might improve their management style for the good of the company. Ultimately, managers should cease using a poor management style and embrace flexibility and intuitive communication for successful team building.

References

Maccoby, Michael. (2009). Needed: Managers who are leaders. Research Technology Management Journal, 52(2), 58-65.