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Of course it is, if you want to lose all respect, loyalty and effectiveness.
You have to approach being a boss like being a major league coach. You have an office full of people paid to do a job- they're there for a reason. Don't try to be the race car driver, be the track. Be the guy who keeps them going in the right direction, not trying to turn the steering wheel over their control.
This is the REVERSE of what should be done. Publish a list of who's doing the MOST sales and you inspire friendly competition for those who want to participate. There is no way to inspire those who only want to do what they have to in order to get by. They have to want to do it first. (sometimes awards being made a big deal or envelopes with bonuses being handed out in group sessions inspire others to want to be in that spotlight)
I can't imagine that anyone employing such incredibly bad management tactics would last long in his position. The job market may be harsh right now but this sort of negative approach is bound to lead to a high staff turnover, not to mention overall diminished sales as employee morale sinks.
I can't imagine that anyone employing such incredibly bad management tactics would last long in his position. The job market may be harsh right now but this sort of negative approach is bound to lead to a high staff turnover, not to mention overall diminished sales as employee morale sinks.
The world is full of bad managers. Most managers haven't been taught how to manage, so they wing it or do what their boss did before they got promoted.
The world is full of bad managers. Most managers haven't been taught how to manage, so they wing it or do what their boss did before they got promoted.
I don't disagree at all but this manager is new and it's a banking company which relies at least to some degree on sales. When sales start to drop there's a good chance that his tactics will be looked into and the axe will drop.
Its poor parenting not to mention poor management.
In technology, its rare to find a good manager. Its a field that tends to promote from within its own engineering. The final result: The stereotype geek with little social skills becomes a manager.
The world is full of bad managers. Most managers haven't been taught how to manage, so they wing it or do what their boss did before they got promoted.
Actually, their bosses protect them so as not to expose their hiring decision ineptitude.
It's horrible management skills not to mention people skills. I've had a few bosses like this. It screams passive aggressiveness. It also reminds me of the type of personality of someone who was picked on in school, so now they feel the need to bully others at work in their adulthood.
I have little tolerance for this type of behavior. Having taken plenty of courses in management, I know the right way and the wrong way to handle people. I just remind myself these people are clearly miserable or they wouldn't feel the need to belittle others so much.
There are better ways of handling things, and 9 times out of 10 it's a communication issue, whether it's not expressing things in a way others can comprehend or lack of it all together. (People tend to forget everyone has different learning styles and teaching styles, which can cause havoc in the workplace).
I agree this is a level of HIGHLY POOR MANAGEMENT.
A good manager understands people, human nature as well as people's motivations. A good manager understands you individually.
As such a good manager doesn't need to result to embarrassing others to get what they want and build high performing teams. A great manager builds high performing teams by doing the opposite . . . with (genuine) encouragement and recognition.
This not only shows poor management and people skills, it also tends to hint at insecurities and personal problems on the manager's half.
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