Managers must exhibit good characteristics not only on their professional life but on their personal life as well. But managers are not always perfect, in fact, there are plenty of bad manager out there. This article will enumerate some types of managers with bad attitudes.
Dealing with bad bosses can be an exhausting and nerve-wracking experience. Not only will it affect your job performance, but it will also destroy your morale. Below are some examples of managers with bad attitudes.
Yell Freak Manager. Feels that every office situations even the simple ones, requires a yell. This type of boss doesn’t really mind if he yells at his staff even in front of other people. He also doesn’t care if his yell is humiliating his subordinates or even himself. According to experts, managers under this category usually show there authority through yelling.
Control Freak Manager.
They have the desire to be on top of everything. This type of manager does not trust the work of his subordinates and believes that they have no knowledge or power to make responsible decisions.
This is why the control freak manager is always involved in the decision-making process even if matters could be decided by a fifth grader.
Detailed Oriented Manager. Managers under this category think that every single detail of his subordinates’ output must be scrutinized and dissected from head to foot.
This kind of manager feels his authority is undermined if his staff will not refer issues (even the no-brainier issues) for his resolution. Managers who are detailed oriented have tendencies to be particular on “how to execute” a decision but they are not very concerned on the “results” of the decision.
De-motivator Manager. This manager has mastered the art of tearing down every good suggestion from his staff. He will only accept a suggestion if it’s compatible with his taste.
Credit Grabber Manager. This type of manager is no different from a thief. They maliciously steal the ideas of their staff and repackage it to create an impression that the initiative came from them. But if the idea fails, they will easily point their fingers to their staff.
Pretender Manager. This type of manager probably earned an acting degree before they became a manager. They have the talent to imagine that they know what they are doing but in reality they are just simulating the actions of an ideal manager. They made their way up the corporate ladder by “being close” to the decision makers of the organization or sometimes even to the owners of the corporation.
Purely Idealistic Manager. They have creative and innovative ideas and blurt it out during office gatherings like meetings, conferences, etc. Their ideas are just ideas and it usually ends there; you cannot expect any actions from them. They assumed that they have already accomplished or
contributed something to the organization just by shouting their juicy thoughts.
Poor Role Model Managers. Staff look at their managers as role models. A tardy manager will find it difficult to reprimand a staff who regularly reports late at work. In short, a bad manager can transmit his bad behaviors to his subordinates. Therefore, it is important that managers should exhibit good characteristics not only on their professional life but on their personal life as well.
Don't forget:
- Every impression you may on someone will stay with them forever, so make sure the first one that you give them is your best.
- And don't let the man with the shovel tell you how many elephants to have in the parade
Read more about your Manager in my books.
Marco Giunta
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Ramiro Robles • the answer is yes… you must to read a book named " how manipulate your manager" it is a good book…
Brenda Sanborn • Marco, Good article! I have been fortunate in my careers to have worked with some excellent managers which I define as managers who hire good people, explain what the job entails, and then get out of the way and let the employee excel. All of the managers listed in this article do the opposite. They are, in their own way, constantly blocking the growth and success of the employee.
Luisa Rivera • What I do not understand is how these types of managers continue to thrive in Corporate America?? Some people (HR and such) cover the behavior stating that it is the way the industry is or that is how the culture is. Can anyone in their right mind buy this line? Have we become so insensitive that we turn a blind eye to this behavior? So many questions with little answers …
Noreen Poli • I like this article. And I would like to add that the "bad" manager is the one YOU cannot work with. In fact, all of these tendencies, although not ideal, can work if you can work with them. The employees’ personality or type is key here as well. I am not condoning any of the managers' exhibiting these behaviors only pointing out that they exist and even thrive in some systems. I find the companies that keep and promote these “behaviors” even more fascinating—in other words the systems that develop, support, even engender these types of managers.
rahul saha • Good one!! Could not agree more..
Marco,
This article subject is my own soap box. This is what drives me – to be a good manager and to want to train other managers. I have had only one, what I would consider, good manager in my long careers. This manager 'got' me and knew how to easily refocus me, keep me interested, and give me the feedback I needed to continually improve.
You can also add the "disinterested manager' to your list – the one that just wishes you would do your job and stay quiet because they don't want to deal with 'human' issues. I once worked in a department with 3 managers (including me). 2 of the manager flat out told me they had no interest in managing people as they had just had the titles 'dumped' on them. Ouch!
Most corporations still fail to realize that employees quit and move on because they are 'leaving' their direct report manager. With Generation Y demanding more socialization and communication at work, perhaps this will start to demonstrate the need for better communication skills and collaboration in the corporate environment. One lives in eternal hope!