Signs of an "Effective Manager" You Should Stay Away From
Posted: Sun Jan 19, 2025 10:33 am
First, it is necessary to clarify the differences and define the terms effective and ineffective managers. In the title of the chapter, the use of the phrase "effective manager" carries the opposite meaning. It is a characteristic of a person who abuses his power, manipulating reports and other metrics. This type of manager arises in companies that have grown rapidly, but have not had time to train managers in the specifics of personnel management. Indeed, not many developers or specialists in related fields have enough experience to effectively manage people. And the higher the position, the fewer qualified candidates can be found for it within the company.
The introduction of "effective the benefit of using our student database management" begins in the top management of the company and somewhat to the side - in the HR department. When the company receives money for employee training, developers often participate in events, attend meetings to discuss various topics and exchange experiences. HR specialists also attend courses, conferences on personnel management, taking with them already existing representatives of the organization's management. At this point, the company is extremely vulnerable, its future depends on the decisions of its owners. If the director-owner is convinced at the seminar that his business can be significantly improved, he can transfer control to "effective managers" and not pay attention to the consequences of this decision.
This may manifest itself in hiring a new HR director with impressive experience and qualifications, who uses complex terms and phrases on his resume. Or it may lead to hiring an “optimization manager,” another specialist with a similar profile.
Who is an ineffective manager?
Are there any distinguishing characteristics of an “effective manager”? Definitely! In any team, there is a possibility of encountering top management that should be avoided, as not only is it not conducive to achieving goals, but it can also be disruptive. The real value of a manager is in his ability to help achieve the goals and objectives of the group.
You can find out which manager is “effective” with a minus sign by some key features:
unwillingness to share the project plan;
the belief that his knowledge is better than that of the specialists performing it;
insufficient analysis of time and deadlines for completing the task;
unwillingness to deal with the details of product implementation;
organizing long-term calls for the entire team;
arrogant attitude towards colleagues.
The introduction of "effective the benefit of using our student database management" begins in the top management of the company and somewhat to the side - in the HR department. When the company receives money for employee training, developers often participate in events, attend meetings to discuss various topics and exchange experiences. HR specialists also attend courses, conferences on personnel management, taking with them already existing representatives of the organization's management. At this point, the company is extremely vulnerable, its future depends on the decisions of its owners. If the director-owner is convinced at the seminar that his business can be significantly improved, he can transfer control to "effective managers" and not pay attention to the consequences of this decision.
This may manifest itself in hiring a new HR director with impressive experience and qualifications, who uses complex terms and phrases on his resume. Or it may lead to hiring an “optimization manager,” another specialist with a similar profile.
Who is an ineffective manager?
Are there any distinguishing characteristics of an “effective manager”? Definitely! In any team, there is a possibility of encountering top management that should be avoided, as not only is it not conducive to achieving goals, but it can also be disruptive. The real value of a manager is in his ability to help achieve the goals and objectives of the group.
You can find out which manager is “effective” with a minus sign by some key features:
unwillingness to share the project plan;
the belief that his knowledge is better than that of the specialists performing it;
insufficient analysis of time and deadlines for completing the task;
unwillingness to deal with the details of product implementation;
organizing long-term calls for the entire team;
arrogant attitude towards colleagues.