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Maat
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Posted: Tuesday October 26th, 2004 14:44 |
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Greetings Everyone,
You are a manager who over several years has had reoccurring complaints from your staff that they are unhappy about the way they are being managed. Every time the issues are raised the correct procedures are followed and the solution is that you go on more training to improve these things…...
...2 years later you are receiving complaints that the problem is still occurring. What could be the problem? How can it be solved?
I would be interested to hear from current or previous managers as well as those being managed.
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Happiness
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Posted: Wednesday October 27th, 2004 01:20 |
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Maat wrote: Greetings Everyone,
You are a manager who over several years has had reoccurring complaints from your staff that they are unhappy about the way they are being managed. Every time the issues are raised the correct procedures are followed and the solution is that you go on more training to improve these things…...
...2 years later you are receiving complaints that the problem is still occurring. What could be the problem? How can it be solved?
I would be interested to hear from current or previous managers as well as those being managed.
Hi Maat - how are you?!
regarding your question...
the problem? the manager has reached his/her level of incompetence
the Solution? manager needs to be fired or demoted.
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If you think that the only way you can survive is in the misuse of people,
then you haven't even begun to think about what it means to be human" ~ Dr C.T.Vivian
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canerow
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Posted: Friday October 29th, 2004 19:51 |
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hiya just a recommendation ALL STAFF should have imput as to the problems and suggest RECOMMENDATIONS for CHANGE. Occasionally giving staff KEY RESPONSIBILITIES with regard to their areas of concern has quite an effect in terms of their responsibility,empowering them, and wanting to make it be effective. A format should be introduced which notes dates of changes,what was put into place and also a timescale for review.Therefore any additional problems can be swiftly dealt with and again the same process used.Taking into consideration staff turnover during this time if they have been given an area of responsiblity this can be handed over to another person within the team or allocated during a team meeting. Hope this helps 
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BlackMatta
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Posted: Saturday October 30th, 2004 14:55 |
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Last edited on Saturday February 25th, 2006 16:35 by
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Backatya
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Posted: Saturday October 30th, 2004 15:22 |
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I would be interested in the specifics of each individual complaint. Attacking general complaints and unrest with general management training is pointless if the specific issues/weaknesses are not addressed.
It's only by analysis of the specifics of each complaint that one can determine if there is a pattern - which may be down to reasons of pure incompetence or lack of the necessary skills and ability to run a department.
One cannot overlook the other (though, again from experience, less likely) scenario that staff may simply not like a particular manager (e.g. because he/she has a high work ethic) and hence their complaints are driven more by personal dislike rather than a genuine incompetence on the manager's part.
One thing I have found in my experience is that where a manager appeared to be incompetent this is not only evidenced by any 'voiced' unrest from the staff, but by other indicators...namely the effectiveness of that department and of the particular manager's performance in other areas of his/her responsibility.
The overall point I am trying to make is that one does not just assume that one thing (e.g. frequent complaints by staff) is automatically a reflection of another (e.g. incompetent manager).
Respect
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Mafdet
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Posted: Sunday October 31st, 2004 00:35 |
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Happiness wrote: Maat wrote: Greetings Everyone,
You are a manager who over several years has had reoccurring complaints from your staff that they are unhappy about the way they are being managed. Every time the issues are raised the correct procedures are followed and the solution is that you go on more training to improve these things…...
...2 years later you are receiving complaints that the problem is still occurring. What could be the problem? How can it be solved?
I would be interested to hear from current or previous managers as well as those being managed.
Hi Maat - how are you?!
regarding your question...
the problem? the manager has reached his/her level of incompetence
the Solution? manager needs to be fired or demoted.
@Maat
I think Happiness answer is a bit too harsh I suggest the manager give the company back their MacDonald uniform and tell them its not worth the hassle they can get a job at Burger King where they get promoted to Director after only 3 stars and not five like Macdonalds 
ONLY JOKING
No I think its hard to offer suggestions without knowing what type of complaints are made and type of staff making them......need a little more information here.
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Maat
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Posted: Monday November 15th, 2004 13:47 |
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@All: Thanks for responding to this. You're right, you need more.
The problem is actually a combination of things:
• You are told you do not act on the ideas of your staff (that you have asked for).
• You do not listen to perspectives other than your own.
• You do not let your staff take ownership of the job they are supposed to do.
• You do not treat all your staff in a fair manner.
Now the problems may be small or minor at face value but the repetition is the concern. Your staff (past and present) have all at some point had the same complaints, yet the problems still persist...
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canerow
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Posted: Saturday December 4th, 2004 19:21 |
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Maat wrote:
The problem is actually a combination of things:
• You are told you do not act on the ideas of your staff (that you have asked for).
• You do not listen to perspectives other than your own.
• You do not let your staff take ownership of the job they are supposed to do.
• You do not treat all your staff in a fair manner.
Now the problems may be small or minor at face value but the repetition is the concern. Your staff (past and present) have all at some point had the same complaints, yet the problems still persist...
now i dont mean to be offensive but it seems more of an issue of your inter-personal relationships with staff which is magnified because you are in a management position.
i would suggust that the problems persist because they MAY directly relate to your personality. All of the issues relate to your use of personal power and seem over controlling, to the point your dismissive of staff imput and de-value them by nature of your position, by not acting on their ideas. Maybe you need to ask yourself a few questions, what are you so threatened by that you cant act on their ideas,is it because it my work,and undermine you in some way ? Are your opinions and feelings more important than others because of your status ? Why do you not let staff take responsibility is it that you feel the staff are so incompetant, or that the place would collapse without you ? How do you feel about your position in relation to those of less status ? How would you feel if your directors treated you in this manner?
My personal opinion is that things will change when you change.
PEACE xxx
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BlackMatta
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Posted: Saturday December 4th, 2004 20:09 |
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Last edited on Sunday February 26th, 2006 12:09 by
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Fredblack
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Posted: Saturday December 4th, 2004 21:26 |
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@Maat said"Greetings Everyone,
You are a manager who over several years has had reoccurring complaints from your staff that they are unhappy about the way they are being managed. Every time the issues are raised the correct procedures are followed and the solution is that you go on more training to improve these things…...
...2 years later you are receiving complaints that the problem is still occurring. What could be the problem? How can it be solved?
I would be interested to hear from current or previous managers as well as those being managed.
People always jump to the training solution beause it is the easiest and actually avoids really managing the problem. Most people and mangers do not like and find it quite dififcult actually dealing with human management and the ugly side of things.
1. So we are assuming this is training problem and the right training in qeustion.
2. Problem definition. What type of issues are involved. Do they have their orgins in matters of structure, culture, policy or human resource/personnel matters.
3. If the latter and it is a case that individual is finding diffculitie to manage caused by technical deficiencies eg bad planning, coordination/commucation etc. They may need to be coached or the use of other more hands on and participatory forms of supervision/monitoring etc.
4. If after identifiying a reasonable time scale for improvement and close monitoring and they fail to reach the required standards. Then sorrr it is a sideways or outways move. Management is organisationally important even if you are running a charity and sometimes we have to be blunt some people cannot cut it within the time identified. If given longer possiblly but correcting organisational problems is not an open and neverending stream.
I am never surprised on the poor level of management I have found in all types of organisations and business for that matter. Some people have jobs beyond their abilities eg the Peter Principle and decision have to be made.
@Maat. Saw your response to Blackmatta. Sorry that person would be demoted. The core or cluster of these issues all indicate to me a person who is wanting fundamentally to be a manager and leader. Communicating and being able to include and use the human reosources of your team is fundamental and basic to this type of work. What we call a core competence and if you haven't got it, we can find something else for you to do.
FB
Last edited on Saturday December 4th, 2004 21:29 by Fredblack
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cockneybouy
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Posted: Sunday December 5th, 2004 07:29 |
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As usual FB on the ball with his points which are all valid and salient....If a Manager starts getting "too big for their boots" then read them the poem of "The Indispensible Man".......then the'll realise there's no such thing.........as we say........."The King Is Dead.....Long Live The King!".....
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