by Janet Varnes

Created on: March 28, 2009   Last Updated: October 15, 2009

It has been my experience that poor management can have dramatic effect on your team. Management for me was an acquired education. Applications of education prepare for the administration of a position however dealing with people is different with each position. Many managers when intervewing discount the effect of the new team member and the chemistry of the group prior to hire. As a manager it is your responsibility to create a well oiled machine that runs well while you are attending to higher responsibilities like client satisfaction and business retention as well as statistics and other responsibilities required from upper management.

If a team has a weak link or a employee with a need for training it should be addressed immediately to create that balance consistently. It has been important for me to have a person in place to train, cross train even reeducate if necessary for a loss of an employee or illness. A hands on manager is at an advantage by working side by side their team to find a problem quickly and return to balance as soon as possible. Employee retention is important for a manager.

Poor management can cause many mistakes spending more time fixing problems than boosting productivity and moral. A deficit in management skills can cause a team to have frequent illness such as headaches, employee turnover and in some cases a feeling of poor energy in the office that can drive away business that was secure. Management styles vary from distance, hands on, authoritative and those that need to micro manage or make a big deal of things that are of little importance if a team is consistent and needs little supervision to succeed. In an environment of stress a manager can expect many problems meeting deadlines, or gaining new business.

I have been a manager as well as managed. My experience in being manged under a new manager has been both satisfing and frustrating. I found being managed by a poor manager caused me stress by over stating deadlines as well as a quota that was set for a full time employee. I was also effected negatively by not being properly trained and during a monthly task that should have been smooth turned stressful by a manager changing all the rules on the very morning it needed to be sent to upper management. Although it was an isolated event it continued to happen in other areas during the first ninety days I was employed.

At my ninety day review I had decided it was better for me to move to another employer. At my exit interview his manager said I had difficulty with a manager in my exit interview. I left the interview in shock, licked my wounds and went into business for myself. Poor management reflects greatly on the entire team.

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