Is TN still here?We never hear from him.Did he leave like CP and we were never informed?
Tom;
KM is a nightmare during a ride-along.Please keep him in at HQ.He knows nothing about Nephrology, doesn't know that a D.O. is a real medical doctor, can't design a decent comp plan and knows nothing about Compliance.
Sincerely,
Your struggling sales force
No surprise here.
People Leave Bosses, Not Companies.” We’ve all heard this
truism in corporate leadership discussions.
But how many of us have
lived that statement? How many of us have left a bad boss? How many of us know what it’s like to work for a good boss versus a bad one?
Most of us have had two different types of bosses during our careers: The Good Boss Everyone Wish They Had and The Bad Boss You Don’t Want to Be.
The Bad Boss
Recently, I was reminded of the Bad Boss (or The Boss You Don’t Want to Be), when talking to two friends the other week.
Both of my friends are employees. One works at a large, growing healthcare tech company, and the other at a notable, high-profile nonprofit.
Both have managers who they cannot stand. Both of their managers have absolutely no idea.
One friend told me: “Three out of six people on the team have already quit, and two others are on the verge of quitting… And he has no idea.”
The other friend told me: “We keep losing talented people all the time because of him… And he has no idea.”
Both of their managers are good, well-intentioned people. In fact, they’re popular with their respective CEO and Executive Director. They were placed in their management positions because they were strong individual contributors and high performers.
But as managers? They are literally driving their own employees away.
Why do well-intentioned people can become bad managers?
In listening to my friends, I realized their managers have one thing in common:
These bad managers habitually put their own self-interest ahead of their team’s best interest.
They cover their ass to look good to upper management, even if it comes at the expense of supporting their team.
They don’t want to know the truth of how their team feels and employee satisfaction because they’re scared of negative feedback, and how it would personally feel to hear those things.
They take credit from others and feel entitled to more privileges, leeway, and benefits because they feel they’ve worked harder than anyone else on their team.
They damaged their team’s trust, and as a result, affected employee engagement.
Sound familiar? Perhaps you yourself have worked with this type of boss, who exhibited some of these beliefs.
Truth be told, the wrong mindset and management is style is easy to succumb to
yourself if you’re not paying close attention.
