Practical experiences in the workplace

8 kinds of manager that employees are not willing to encounter

In the workplace, there are countless ways to get along with managers. Some executives are seen as the mentor in the career of employees, as they are easy to get along with and be able to assist each other; yet there are many executives who are regarded as vipers, and employees always look forward to avoid any chance of private contacts. Staff even complain privately to each other about their managers. After all, what are the fundamental differences between a good director and a bad supervisor in the minds of employees? What kind of leadership will be classified as one of the competent that staffs will not willing to work with?

First and foremost, indecisive supervisors who are naturally cautious before making any decision and have to repeatedly study and analysis from various angles, only under the urging of their subordinates can make a decision. But the most troubling is that they will go back to overturn the earlier decision they made or the words they said, and they will change their direction and commands, so employees won’t know what to do.

Second, fiery temper type Supervisor seems to have a fuse which is burned down easily in their head, and always fly into a rage in between a couple of words, they cursing, roaring and throwing files are commonplace for the subordinates. In fact, even if the staff really made a mistake, the inflammatory response of supervisor often make things even worse since the more afraid of employees were, they will be anxious to do something to remedy the situation, but easy to make the wrong decision in panic.

When emotional supervisors enter the office, they will have a large degree of emotional ups and downs which make the employees not want to get close to them. When they mention their competitors, they will gnash their teeth in anger like facing the feud; whether happy, angry or sad, their mood not only showed on their face, but also greatly affected employees. In fact, the employees’ emotions often closely linked with the managers’ mood, a dramatic supervisor will only increase others’ additional psychological burden in their spare time.

Control freak supervisor has been described as that they have an unchanged criteria in mind which is my way or the highway. This type of competent not only keeps control of every progress, whether big and small, but will require each employee to follow his way to and make them working under great pressures. In fact, this type of employers should learn to respect their staffs since everyone has their own style of getting jobs done. Considering subordinate as an individual rather than their avatar, it is more prone to create unexpected results or creative differences.

Executives with clear preferences is nothing wrong, but when it comes to personnel appointments or work assigning, it will bring the employee’s attention. These directors will use their own preferences to subordinates for the first consideration, no matter it is about the opportunity, resources, or promotion; everyone in the office knows that the only one who is favored by their superiors will get benefits from these directors.

Conservative feudal bosses are those who are still basking in the organization or company’s past feats, often talk about the past record that they made. In addition, they use it to motivate new employees, and even asked them to follow, but do not consider adopting young people’s recommendations which are more in line with the current status. In addition, this inflexible approach is not only very far from reality, but is difficult to wake up the staff’s sense of identity.

The most common type of boss is that they always put all the credit that the department or team has achieved on them, this kind of directors like to stand in the spotlight and accepted the praise everyone from, but never mention of the hard work of team members.

Last but not least, some superiors will be in the team to ferret out a scapegoat for them to admit as long as the team made a mistake; rather than clarify the attribution of responsibility to find solutions. In fact, most of the major errors can be related to the misalignment of communicating with the interior; the frequency of occurrence of real individual errors are not many, but the only they do is damage relations with subordinates.

Obviously, these characteristics are very common and obvious, and people may also encounter a boss with a variety of characteristics in the workplace. In addition to these eight characteristics, what are the rest of characteristics which supervisors always have?

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