Corridor Biz Insider: Choose Your Managers Wisely

Often employers promote a good employee to a management or supervisory position only to find out later that they have turned a good employee into a poor manager and ineffective managers can be costly in more ways than one…

by Elsa G. Ramos

We’ve all had one: a bad manager. Choosing managers is one the most important decisions employers can make. Managers and supervisors need to do more than just tell people what to do and need to know more than the mechanics of performing a job.

Often employers promote a good employee to a management or supervisory position only to find out later that they have turned a good employee into a poor manager and ineffective managers can be costly in more ways than one.

The following is a baker’s dozen of a manager’s most common duties, which, if not performed well, could result in economic harm or legal liability for employers.

Managers who are deficient in these areas expose employers to multiple avenues for liability. Not being on board with a company’s values, for example, may harm an employer’s reputation in the community and its relationship with customers or clients, since a manager speaks for the employer.

Poor handling of employee timekeeping opens employers to potential wage claims, as well as claims under the Fair Labor Standards Act for failure to properly pay employees.

Managers who are not able to maintain boundaries between professional and personal relationships, and who let their personal feelings affect how they treat employees or handle employee matters, expose themselves and the business to multiple causes of action, such as sexual harassment, retaliation, and discrimination claims.

Those managers who do not understand the laws involved in hiring and firing could engage in discriminatory practices; and poor handling of a termination could result in an unfavorable unemployment claim, which increases an employer’s tax burden.

While the potential for legal liability can seem daunting, not all potential harm comes from legal action. A company’s bottom line could be negatively affected as well. Employee productivity, as well as the quality of goods and services, all suffer when a manager does not ensure that the work product meets expectations. After all, a company’s success is not built on producing a poor outcome.

In addition, lack of proper training and necessary equipment may lead to employee injuries or damage to property, which are added costs to those already incurred for substandard quality in goods and services.

Of course, one must not underestimate the cost associated with unhappy employees. It has been said that employees quit their managers, not their jobs. Bad managers lead to disgruntled employees, which in turn lead to complaints, lack of motivation and engagement, and finally to employee resignations.

While many employers have experienced the high cost of turnover, they may not understand that most issues with employee morale stem from managers who are not able to meaningfully interact with employees. Managers and employees do not need to be friends, but employees
should feel respected and valued by their managers. To that end, in order to successfully carry out their duties,  managers need to possess certain character traits, because any good manager’s foundation is one of character.

A search of the internet will reveal many articles devoted to the many qualities and characteristics found in good managers. And while reasonable minds may differ, the following three traits encompass crucial characteristics necessary to carrying out managerial functions to the benefit of employers and employees alike: integrity, a sense of accountability, and the capacity for fruitful collaboration.

Good managers should lead by example and act as role models for employees. They should clearly and effectively communicate an employer’s vision and guide employees to fulfillment of the company’s mission. The right person can instill loyalty and a sense of purpose, because employees know that they will be treated fairly, consistently, and with respect.

The wrong person can result in unwanted and unnecessary problems, such as employee turnover, low productivity, unhappy clients or customers, and a myriad of potential legal claims and liability.

Bottom line: when choosing a manager, choose wisely.

Source: Texas Business Today