>Sack the self deluded manager

>I have been reminded today of the importance of being clear and direct in how you communicate with your staff. But more importantly I have been reminded of how a self deluded manager can be such a bad thing for any business. You know who I mean. The manager that thinks they’re shit hot when they’re just shit. Oh Lord, give me strength.

So the situation goes something like this:
Manager “I don’t think Bob is working out.”
Me “What feedback has he had?”
Manager “Oh I’ve spoken with him and he understands he needs to improve his performance”
Me “Are you confident he is clear about exactly what he has to do to improve?”
Manager “Absolutely”

4 weeks later.

Manager “Bob definitely isn’t working out.”
Me “Ok let me talk to Bob.”

Me “Bob did you know that you’re not performing according to your manager’s expectations?”
Bob “Kind of.”
Me “Are you clear about what you need to do to improve?”
Bob “No.”

Who would I fire of the two? No surprises for guessing it would be the manager. Why though? Because the manager was self deluded. He thought that he was being clear by giving Bob messages like “we’ve had feedback that you aren’t being enough of a leader” but not giving Bob any further information about how to be a leader. Or messages like “we need to put you on a development plan” with little explanation of why and even less explanation of how to improve. Or messages like “You have great technical skills but you need to work on your people skills” with zero guidance on how to develop those all important people skills.

As a manager one of the key responsibilities you have is to be clear in no uncertain terms about your expectations of your team. If they’re not performing and you have clear evidence to support your judgement the conversation needs to be as pointed as saying “Bob I’ve had feedback you aren’t being enough of a leader. And here’s how I’m going to help. Here’s a plan we will work on together to help you improve. It is important you are able to do this otherwise I will have to consider putting you on a development plan or worse disciplining you.”

You have to have those conversations. You’re not a manager to make friends. You’re a manager to (drum roll) manage. You have to manage workloads, staff, departments, budgets, plans, deliverables, blah, blah, blah. And if you’re not having those conversations because you’re self deluded you deserve to be let go sooner than Bob or any other member of your team you think aren’t performing.

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Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

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