Source丨HR New Logic
Author丨HRLogic Editorial Center
嗨，这里是HR新逻辑· HRLogic
Often the biggest crisis of an enterprise does not come from the external environment, nor from competitors, but from internal managers.
An unqualified manager will not only make the team miserable and demoralized, but in the long run, it will endanger the organization.
As HR for the construction of enterprise cadres, it is the responsibility and mission of HR to find out unqualified managers.
Small logic suggests that the following 3 types of managers are recommended to be fired.
Category 1: Love to perform
Managers with a performative personality know how to be self-interested, and usually this type of manager has a common trick: flattery and bullying.
Under the exquisite performance, the bosses of such managers will feel that their attitude is very good, but their subordinates are miserable.
Managers who love to perform have these two characteristics:
1. Love to pat on the back: What the boss says must be right, and what the subordinate says must be wrong.
There are individual managers who like to put their eyes on their bosses and their butts to their subordinates, and whether their boss says good or bad, they will take it as a creed and never distinguish between the right and wrong instructions.
The HR of our membership annual card once complained to Xiao Logic: there is a middle-level manager in their company, who is the first batch of employees to start a business by the boss, and he has a very good appetite for the boss, but he is not loved by the employees, and has forced away dozens of developers.
After the leader learned the news, he scolded the development department indiscriminately, and ordered the development to work overtime to find bugs.
In desperation, everyone could only find the boss to see the operation process, and found that the boss pressed the wrong button when operating, and the leader saw that the boss was a little embarrassed, and said naturally, "That's also your fault, work overtime and upgrade immediately!"
Everyone complained, and the leader also turned a deaf ear, just apologized to the boss.
The next day, HR received several resignation letters from the development department.
Like this HR said, this middle-level is actually a typical sycophant in the company, they only respect the boss, and obey the boss's words;
However, if this kind of manager is not eliminated, it will be difficult to retain real talents, even if the enterprise and HR have great capabilities.
2. It seems to be busy, but in fact it is fake
There are some managers who are busy every day, but most of them are doing useless work.
The focus of their work is not on the achievement and improvement of the department's performance goals, nor on the cultivation of key talents, but on superficial work.
They either run in various departments or pull meetings;
But after a closer look, I realized that they ran to the department not to communicate, but to talk about family life; the meeting was not for brainstorming and work communication; but to talk back and forth, after a meeting, the manager spoke heartily, and the employees were full of sleepiness.
In these realistic performances, for a short time, everyone thinks that such managers are responsible, but in the long run, the company's management team will have a sense of nothingness: the boss is kept in the dark, and the employees are miserable.
The second category: love to stand in line
This type of manager likes to stand in line and his subordinates to stand in line, and they prefer to use their favorite people rather than competent employees.
Typically, this type of leader enjoys the thrill of being flattered by his subordinates, also known as mountaineers.
Therefore, in his team, those who can do things may not have a way out, and the employees who can pat themselves on the back and stand in line are their favorites.
Shantouist managers have these two characteristics:
1. Form a gang: build your own mountain
Some leaders stimulate the vitality of the organization by pulling like-minded people, while others achieve the goal of consolidating their power by forming gangs.
But for whatever purpose, the presence of gangs is an invisible bomb for businesses.
In the previously popular TV series "Golden Years", Yang Ke is the sales manager of Jingyan Group, he understands people's hearts and knows things, he is very good at finding "his own people", and gradually many excellent backbones of Jingyan are slowly approaching Yang Ke's circle;
At first, under the call of the "circle", the performance of the sales department was very impressive, but when Yang Ke fell out with the company, he immediately took away a large number of talents to stand on his own, becoming a strong opponent of Jingyan, and several times put Jingyan Group into crisis.
For enterprises, it is difficult for the managers of the cliques to control, no matter what their purpose is to build their own mountains, and it is the enterprise that will be hurt in the end.
2. Isolate excellent people: Your own people are used no matter how good or bad they are, and no matter how good they are, they don't need them.
This kind of manager likes to use his favorite people, such as people who are close to the family and people who compliment them, no matter how good or bad the employee's ability is, as long as it is "their own person", they will reuse it;
And in order to better use their own people, they will deliberately target and isolate excellent talents, and then consolidate the status of "their own people".
Under the leadership of such managers, the best people are always squeezed out, and those who are left are the cronies of the managers.
This kind of talent structure is often harmful to enterprises.
The third category: love narcissism
This type of manager doesn't like anyone to steal the boss's attention, let alone allow his subordinates to come forward.
The team must revolve around him, everything is centered on him, everything in the team work must be subject to his instructions, and no other voices are allowed.
Narcissistic managers are generally divided into these 2 situations:
1. Narcissistic personality
Managers with narcissistic personalities usually have the following characteristics: strong sense of independence, strong self-confidence, difficulty in persuasion, and strong desire for power and honor.
Therefore, they always think in their hearts: everyone else is stupid, and only they are geniuses.
This type of manager is often self-centered, they like to be looked up to, they also enjoy being flattered by their subordinates, and they never accept anyone's advice.
Narcissistic managers always want to be in the spotlight, so they pay more attention to the shaping of their personal image than to study how to manage the team, and they prefer to hear praise from their subordinates rather than listening to their work reports.
Under their management, even if the team has good talent, it is difficult to retain;
Outstanding talents are either forced away or assimilated, and over time, those who remain are people who can make sycophants.
2. Dictatorship and autocracy
This type of manager does not allow others to point out their own shortcomings and thinks they are right in everything.
If subordinates have different suggestions and opinions, they will see them as challenging their authority and questioning their decision-making.
This type of manager is an absolute dictatorship and wants to be able to control all people and processes.
Under the suppression of dictatorial managers, employees are afraid to have different opinions and make more suggestions, and team morale will become more and more low.
However, the prevalence of authoritarian culture has dealt a very big blow to the organization, under the dictatorial management, employees only have the right to obey, not the right to suggest, and the organization is becoming more and more silent.
When you encounter this kind of leader, please cherish it
The people are right, even the air is right, and this sentence is also very applicable to the selection of leaders.
For people in the workplace, meeting a good leader can increase the happiness index at work by 100 times, and for enterprises, finding good managers can make team cohesion to a higher level.
Therefore, when you meet this kind of good leader, whether it is a business or an individual, you should cherish it.
Good leaders have these characteristics:
1. Team interests > personal interests
There is no lone hero in teamwork, and in the process of leading a team, the team concept is always greater than the individual concept.
They don't favor subordinates because they are friendly with them, but always take goal completion as the first criterion.
They have a clear distinction between public and private, and the management team is only for things, not people.
Under the leadership of such leaders, the team atmosphere will become more and more upward, and the team's combat ability will become more and more powerful.
2. Dare to take responsibility
A hit variety show "Jumping to the High-level Workplace" two years ago, a clip in it made many viewers applaud: the subordinate proposal in the show was not strong, Party A directly called the CEO to go crazy, and the CEO apologized again and again after listening to it, appeasing Party A.
Regarding the CEO's actions, Yang Tianzhen in the observation room couldn't help but say: "In fact, the boss is the biggest customer service." ”
Many times, excellent leaders are "scolding" for their subordinates, they are not incompetent, they are just good at taking on the responsibility of leaders.
3. Dare to promote excellent subordinates
Some managers are afraid of being shaken by excellent subordinates, so they will try their best to hinder the development of excellent subordinates in private, and choose to ignore and exclude excellent subordinates.
But good leaders are never jealous of talent, they appreciate talent very much, and are willing to promote talent.
When they see outstanding talents, their eyes will shine, and they will practice and strive to cultivate and promote outstanding talents.
This kind of leadership can not only make the development of team members better and better, but also play a very important role in the construction of the company's talent team.
Therefore, whether it is an enterprise or an individual, when you encounter this kind of leader, please be sure to cherish it!
Write at the end
Whether it is a large enterprise or a small company, it is necessary to distinguish between good and bad managers.
It is necessary to let really excellent leaders lead the team and jointly build a positive talent team;
Don't let the flattering and bullying managers drive away the best talents, don't let the cliques plant invisible bombs for the organization, and don't let the authoritarian and authoritarian managers hurt the enthusiasm of the organization.
To protect the health of the organization, HR needs to monitor it, and it also needs the support of the boss!