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Not listening and not making people feel valued
People like to deal with those people who are professional and who make them feel valued. Too often a poor manager will not take the time to actively listen to their staff, instead choosing to check their e-mails, take phone calls and allow a variety of other interruptions whilst they are having a conversation/update/meeting with their people.
Micro managing – shows lack of trust
If you spend all your time checking up on what others are doing, how do you find the time to do your own job? People will never give of their best if they have the feeling that they are not to be trusted or that they constantly have someone looking over their shoulder and checking up on them.
Too much focus on the task and not the individuals
If a manager has too much focus on achievement of a task they tend to disregard the individuals involved in helping achieve said task. Their behavior is impersonal, they don’t tend to have any interest in how their people are feeling, and praise recognition and encouragement are in short supply.
Not communicating expectations effectively
If people don’t have a clear understanding of what success looks like how will they know if they have done a good job? “If they don’t get shouted at,” is not the right answer! When people understand what is expected of them and how they can meet those expectations they tend to have a greater degree of confidence in their ability to meet those expectations – assuming those expectations are realistic in the first place!
1.Lack of knowledge.
2.Diplomacy.
3.Poor Strategy.
4.Not concerned about employees & Customers.
5.Less participation in professional activities .
1. Decision making with out research.
2. Micro management
3. Ineffective communications
4. passing the buck
5. Not enforcing standards
6. Total focus on tasks and not on individuals.
Not able to lead by an example
Poor or weak decision making
Attributing to loss to company
Poor listener and communicator
Poor in developing team and people.
Ineffective communications
Fail to build up the team leaders and key persons
Piling up of external issues with the Regulatory
Failure to meet-the obligation
Micro management
Achieve frequent losses
Delays in the payment of staff salaries
Frequentcomplaintofclients
Failure to meetthe obligations
Frequentproblemswithemployees
Too many long meetings
The Strategy , mission or vision are only kept in website and tot shared with team
Long and slow decision taking hierarchy
We've all complained about our boss at one point or another. But what makes a truly poor manager? Miserable employees, a big ego, low productivity, resistance to change, and a one-way communication style are often signs
It's one thing to talk about your boss behind her back over an isolated upset, but when the majority of employees within a department or organization are vocally complaining about the work environment, you can be sure this is a sign of poor management. While managers should always encourage employees to voice their concerns, there is a clear difference between venting issues and a spreading fire of workplace angst. If your organization seems to have a revolving door policy, constantly losing employees due to personality or performance issues, then it's probably time to evaluate the effectiveness of the management. Positive and straight-forward communication typically go much further than disciplinary measures and threatening language. This is an important lesson for every manager.
Managers who have a political or personal agenda are also likely to have big egos. While it is natural to think that people in positions of power develop big heads, effective managers act as team players, not dictators. Managers that are constantly taking the credit for the work of their employees are often feeling personally threatened. Acting with a big ego is a defense mechanism and is a poor way to manage work situations.
Employees who feel that their bosses are ego-maniacs also find it hard to produce as much as employees in happier workplaces. This is easy to understand: There is little to no motivation to be an efficient or effective worker when your boss never goes the extra mile to encourage or reward your performance. One of the clearest signs of poor management is indecisiveness. Managers who do not set goals and expectations for their employees will end up with low productivity units.
Change is inevitable and yet poor managers are afraid of it. This, like having a big ego, has to do with feeling threatened by employees or situations. Effective managers are able to embrace innovation and change, and to manage employee problems before they become crises. Poor managers have no idea how to do this and instead are constantly looking for quick fixes.
It should come as no surprise that poor managers are also poor listeners. Employees want and deserve to be heard. Effective managers listen to their employees, consider alternative viewpoints, and are fair decision-makers. If you find your boss avoiding conversation, you can count this among the signs of bad management skills. Likewise, managers that can't take constructive criticism are probably not skilled leaders, as effective managers are able to motivate a team while simultaneously listening to the team's suggestions
1.The discipline of the work-force, their interaction and culture reflects the qualities of the management.
2.Poor qualities of products and services.
3.Piling up of external issues with the Regulatory and public.
4.Financial mismanagement, poor response to creditors and suppliers, wages/salary accumulations and non-payment issues, more overtime and inappropriate work schedule without adequate compensations, less comfortable working environment.
5.Improper Eduction and training to the management team and lack of knowledge of work and management.
1. Egocentric someone who cares for nothing apart for their own desires, needs disregarding the people around them
2. Lack of confidence or knowledge someone who gives vague answers to your questions or the wrong answers
3. Indecisive they cannot make decisions relating to the business within the agreed timelines
4. Verbally abusive and disrespectful lack of professionalism in their manners and the way they speak to other colleagues or employees
5. Always unavailable to help others making excuses of being or appearing busy making excuses and their lack of involvement with their employees.
