At the beginning of life after university, everyone dreams of that beautiful day in their first job. We love the work, dedicated office, amazing colleagues and other incentives that come with having a job. But when most people get to work, the story is a different thing. All the dreams are shattered when they meet a nasty boss.
Experts’ reports show that among possible reasons behind people leaving their job, poor management is leading the table. When the organisation is handled by nasty and incompetent managers, they disrupt and deacelerate company performance cost them a lot of money and affect employees’ personal life in terms of mental and physical health. Despite all these, almost every company is filled with poor managers. This calls for the need to question the reason behind these endless cases of manager incompetence. Here are some of the underlying reasons behind the nasty boss encountered by employees.
Poor Company Promotion System
The system used in the workplace to rank workers is the basic background of the failure of managers in performing excellently. Suppose Brian is an engineer at a car company, and he performs excellently at developing new innovations and fixing problems and challenges. He’s so good that he helps the company make more revenue than ever before. What do you think will happen? We all know the next news is that Brian has been promoted. He performs excellently in his new position, and the company promotes him to the next rank. This pattern continues until he becomes the manager and begins to face a series of difficulties, and the production and innovation capacity of the department begins to fall.
He can neither keep up to the task nor quit. And the situation continues that way. This is what happens in most organisations. It’s called the Peter principle, a situation where staff are promoted based on their success in their present position until they reach their level of incompetence. The approach fails to recognise the difference in skill required to do well in each position. Therefore, every employee stops at the rank where they are challenged and find it difficult to perform well. The implication of this is that most managers lack the necessary skill to manage teams of employees since they got there by their previous performance, not a proper evaluation of their managing ability.
Inefficient Utilisation Of Resources
If our guess was right, you would have encountered a situation where simple unnecessary work and tasks are delegated to a new team of employees. You wonder what was happening and when your temper rises and your question is too much; you were made to understand that’s how it’s done. It has to be done that way because there’s a budget for it. Tasks that can be handled by the existing team would be transferred to new employees because they have it in their budget. The result of this is that the organisation will have to hire a manager to manage the team doing the unnecessary tasks. We can liken this phenomenon to Parkinson’s principle about time. It’s said that work will expand to fill up the time allocated to it. Here, the jobs will widen up until it consumes all allocated resources. This inefficiency in budgeting leads to wastage of resources and the rise of most of the incompetent managers we meet at some point as an employee in a cooperating system. The manager enjoys a special rank, salary and influence on baseless work that gives the organisation no benefit, which explains why he cannot be anything more than incompetent.
Lack Of Leadership Skill
We have mentioned that the ranking system used in an organisation is one catalyst of poor managing problems. The truth is, the ranking system is not the actual problem. It only leads to the problem which is the lack of the necessary skill to lead and manage teams for efficiency. An excellent salesman at his job doesn’t necessarily equal a good manager that can lead and work with team members and motivate them to achieve great results. Leadership and managing skills are what most managers lack which makes them ineffective. But little do organisations consider that before putting people into the position.
In conclusion, there you have the basis of managers’ incompetence. They’re all interconnected; a poor promotion system gives control to the inefficient manager that lacks managerial skill and utilises resources the wrong way, giving birth to more incompetent managers that add no value to the company. The way out seen in today’s world is the breakdown of management and allowing employees to operate on their own autonomy. This is called self-management and is the future of management in organisations.
If this content wakes you up to the reality of life, please signup to our newsletter and share the content for others to gain from it. You can also check out my previous blogs such as “Habits To Become A Good Leader“. Ensure to join our social media page for more updates. What do you think are the reason behind the incompetence of managers? We’d like to know your views and comments in the comment section below.
Recommended books for further reading:
- Start With Why: How Great Leaders Inspire Everyone To Take Action
- You Are a Badass: How to Stop Doubting Your Greatness and Start Living an Awesome Life
- Keys to Success – Napoleon Hill
- The 7 Habits of Highly Effective People
- The 5 Second Rule: The Surprisingly Simple Way to Live, Love, and Speak with Courage