Good managers can make or break a business. Bad managers, according to the Harvard Business Review can cost businesses billions of dollars each year. Businesses always want to have the best people in the proper spots. But sometimes they force the issue and pay for it. Back in my 20’s I worked for a computer educational company. The top sales people were always pushed into managerial positions and sometimes with disastrous results. One such sales person was number 1 for the previous 6 months and management decided he was deserving of his own school, across the country. They moved him and his family across to Philadelphia. One 2 year old and his wife was 6 months pregnant. After 6 months in Philadelphia he was fired for not hitting his numbers as director of the school. I thought to myself why was this guy even a manager? He hit his numbers but he did lots of lying to get his students enrolled. Everyone knew he was crooked but still management wanted to promote from within. I felt bad for him. Young guy, all hyped up, gets a managerial position only to be left high and dry, clear across the country.
5 talents all managers should possess:
1. The motivate every single employee to take action and engage them with a compelling mission and vision.
2. They have assertiveness to drive outcomes and the ability to overcome adversity and resistance.
3. They can create a clear culture of clear accountability.
4. They build relationships that create trust, open dialogue, and full transparency.
5. They make decisions that are based on productivity, not politics.
Businesses shouldn’t promote workers into managerial roles because they deserve it. Experience and skills are very important, but worker’s talents are what will predict if they will perform at their best.
Hiring the right managers will help gain the company a higher competitive advantage, increased productivity with employees, less turnover, less absenteeism and fewer safety issues to name a few.
When consulting with a business I always try to let everyone speak their minds and I just absorb the information and process it. Then we break down the communication barriers and determine where the true problem is stemming from. Then piece by piece putting that business back on the right track with all employees understanding their job descriptions, who they are accountable to, nipping gossip in the bud, and creating a new culture and vision where everyone sees the same target.
I learned a lesson a long time ago from a clients father. He told me that when ever any of his employees had something to say about another employee he would always stop them, go get the other employee and then let them hear the good or bad news personally. He said it cut down on negativity and “he said-she said” immediately.