businessI am a new manager and I think these people want to slash my tires… 

October 16, 2015by Mikerash0

My thoughts have recently been thinking about all of my clients and family members that have recently aquired new employment as a manager.  I hear it all of the time from business leaders that I coach, “How do I know if my staff likes me?”  Well if you have to ask yourself that question more than once I suggest you park your car way down the road and freshen up your resume.  

When you are a new manager, you will get feedback from your boss.  So, while you will have an idea of what your leadership thinks of you, how do you know how your employees below you feel?  Please refrain from sending out one of those cheesy “anonymous” HR surveys.  Those are just lame.  Although they are anonymous studies show that employees still don’t tell the truth.

Looking back on some of the lousy bosses I’ve had, I am quickly reminded of the subtle ways my team and I hinted to the manager that they need to work on their leadership skills.  Now, open your eyes and ears at these ways your team might be telling you to get some management help.
1. They Act Like You’re Not There
Every office has (at least) one—the big Kahuna (That one is for you dad). When this person enters the room, everyone sits up straight and tries to look busy, while still taking the time to acknowledge his/her presence. You know what I mean, right? They command your attention simply by walking past your desk.
Many years ago, I had a manager that, let’s just say, wasn’t leadership material. I had no respect for him, and neither did the rest of the team. When he got the job, he assumed that his new title automatically granted him the authority he needed, and that we would automatically treat him just like our former manager.
Not so much. Instead, we did our best to ignore him whenever possible. When he walked by, we continued working, only looking up if he asked a question. Even a simple “good morning” wouldn’t draw our eyes away from our screens. We definitely did not view him as a Kahuna—big or otherwise—and it showed.
If you notice your team is pulling this on you, it’s time to think hard about how they perceive your role and management style—and why. A good manager doesn’t need to be anyone’s best friend, but he/she should command at least enough respect to have their presence acknowledged.

If you need some ideas on how to re-engage your team, call me.  Our business and leadership coaches can help you save this before it is too late.

2. They Don’t Keep You in the Loop
There are some people in the world who will always be information hoarders, and if you have one on your team, it’s not always a reflection of your management skills. It is a fact that some employees feel that if they are the information hub it will save their job in the future.  But, if your team continually leaves you out of the loop on issues big and small, it’s a major problem.
Why would employees not want their boss fully informed? In my experience, it typically indicates that people don’t feel their manager has their best interests at heart, or that sharing information will cause more problems than solutions. Or worse, that they’re hoping that you  get caught unaware and fail.  I mean seriously, how dumb would you feel in a meeting if you didn’t know what was going on with your department?
Obviously, these are not qualities of any healthy relationship. You want your team to be motivated to share even the little details with you and constantly provide you with updates. Trust me, oversharing might be annoying, but it’s far better than being under-informed.
If you’re feeling left out by your team, it’s time to start getting more involved—but you’ll want to approach with caution, so you don’t come across as a micromanager. Start by initiating one-on-one conversations with each employee to ask how things are going, and what she’s working on. And if you don’t really understand? Ask them to teach you. Your team needs to believe you’ve got their back and understand what they’re doing before they’ll feel like you’ve earned the right to be included.

We have a great business model for 121 meetings.  They will allow your employee the time to present ideas, feedback and even vent.  It will allow you to “manage” the ideas, feedback and vented frustrations while gaining their respect.   If you would like more info, call us.  We would love to share.
3. They Don’t Play by the Rules
As a manager, you might not always be considered a friend, but how well your team adheres to the rules—both yours and the company’s—is a great indicator of how well you’re doing your job.  Now I think there is a little flexibility in this.  You have to look at what your company does….Are you writing technical manuals, administering legal advice or steralizing hospital instrumentations?  They you must enforce those a little harder.
On the other hand, when your team isn’t worried about the consequences of skirting the rules, that also means they aren’t particularly worried about what you think—and that’s a dangerous place to be as a manager. Your team may not always like you, but they definitely should be concerned with what you think and the consequences you’ll enforce if they aren’t working within the guidelines you or the company have set.  If you listen to anything I have to say, listen to this…BE CONSITENT when enforcing the rules.  do not write up an emplyee for being late one day and then let somebody slide the next.  if you start that nasty habit, park your car down the street and start cleaning up your resume.
This is probably the toughest situation to remedy, because it means you’ll have to be the bad guy when the time comes. In my first stint as a manager, I had one employee who was habitually late, took long lunches, and didn’t ask for the necessary approval when performing certain tasks for her role. In this case, I had to make an example of her. Every time she was late, or had taken off for a long lunch without finishing her work, I made sure the team knew I was looking for her and that I’d be chatting with her when she returned. Keep in mind, it’s important to avoid disciplining someone on your team in front of anyone else—the point is not to humiliate anyone—but the employee and your team need to know you mean business, and that if they’re breaking the rules, they’ll have to face up to the consequences as well.
At the end of the day, it all boils down to respect. If your team isn’t treating you like the big Kahuna—or at least somewhat close—it may be time to take a closer look at your management style. The good news is, continuing to grow as a leader won’t just make your employees happy—it’ll help advance your own career, too.

We offer one on one business coaching for managers who are looking to take things to that next level.  Ar Are you or do you have  a manager that needs coaching?  

Contact us today for a free consultation.  

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