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These Are the 4 Types of Managers Employees Hate

It’s a common adage that people leave managers, not companies. However, what are the common traits that really disgruntle employees? This article discusses four of them. Here we go. 

1. Managers Who Undervalue Their Employees

Employees get upset when their managers don’t value them as people, their contribution or their growth. Rather than being seen as merely a replicable “cogs on a wheel,” employees want to be treated like their valuable assets who are moving the company forward.

Managers can show this value for their employees by investing in them with development and mentoring opportunities as well as helping them identify their unique skills and strengths to then place them in roles where they are best suited for business outcomes.

2. Managers Who Manage Through Power or Ego

Low employee morale is what happens when managers use their position to wield power and control over other people. Rather than being used as pawns to their managers agenda, employees want to be treated as equals in an environment where everyone’s working towards the same goal.

Managers can show their employees this respect by clearly setting company goals, delegating tasks to employees strengths and leading by example.  

3. Managers Who Fail to listen

In the world today, listening has become a lost art. Few people are able to truly have a two way conversation where they’re  focused on both sending and receiving information. Instead, many people are only interested in being heard. 

Perhaps it’s because they’re too focused on their own busy lives and deadlines to meet. However, effective managers can’t afford to be sucked into this trap. 

Employees want to feel that their inputs, issues and concerns are heard, taken seriously and addressed appropriately. Managers should ensure they’re scheduling the time to take the voices of their employees onboard. 

4. Managers Who Micromanage

With the increase of remote work, managers can feel the need to be more involved and check-in every step of the way. However, this can quickly derail your team’s motivation, productivity and creativity.

It’s better to have trust in your employees and allow them flexibility in getting the key tasks done. If someone is unsure about what they’re doing, give them the space to come to you.