ThinkTank

Have you ever had a ‘toxic’ manager?  If you’ve been in the world of employment for any length of time and had several supervisors, then chances are, you’ve encountered one or more of these.

For the starters, let’s define a toxic manager.  While most don’t qualify for the ‘Darwin Award’ website yet, they’re getting closer each year. Of course, puzzled business owners and leaders wonder why their best employees leave and they have trouble replacing them.

1.  They believe turnover is ‘the cost of doing business’

2.  They strongly resist change

3.  Manage or Dictate vs. Lead

4.  Does not encourage participation in decision making from staff

5.  Shows favoritism

6.  Highly inflexible while paying ‘lip service’ to ‘the team’ principles

7.  Office door is closed more than open

8.  Rarely visits the ‘shop floor’ or areas where the work takes place

9.  Has no clue as to the real-life issues his staff is forced to deal with daily

10.  Evaluation, reward and recognition process is a joke to employees

I could go on, but you’ve probably got the idea now.  At this time, if you think you should see yourself in the mirror, please retreat to the executive washroom or your personal vanity.  You can read the rest when you return.

Okay, so you’re back.  If you didn’t need that look, applaud yourself.  Those who were brave enough to peek, who was looking back?  Yeah, I know.  You didn’t start out to be a ‘toxic manager’ . . . and while you may or may not be there yet, do you want to do something about it other than blame the cruel world of business on your style?  Well, now is the time — don’t wait another day.  It’s time for change (please refer to item #2).

If you are running a company:

1. Thou shalt never hire in haste.
2. Thou shalt reward only accountable people.
3. Thou shalt seek advice from those who do the work.
4. Thou shalt focus on what is wrong before who is wrong.
5. Thou shalt not equate seniority, credentials or even experience with performance.
6. Thou shalt rely on facts before opinions.
7. Thou  shalt honor results and quality over activities, and effectiveness over efficiency.
8. Thou  shalt set individual goals with each employee.
9. Thou shalt not dwell on past mistakes.
10. Thou shalt resist the temptation to believe that control of resources and of authority yields respect.

If you are thinking about the future — and would like to discuss the direction, performance, or leadership of your company — or your career, click tab above to go to the contacts page.

1. Truly believe that people are the reason for our success
2. Values – do the right thing, treat others well, give your best
3. Create your legacy with small gestures of kindness to your customers, and your employees
4. Give your employees a realistic opportunity to grow their wealth
5. Benefits beyond those that can be described in words
6. Guarantee an investment in individual development for those leaders who choose to serve your company for the long-term
7. In your community, reach down and lift people up
8. Strength through growth
9. Let employees share in company ownership
10. Work is hard, life is short.  Find ways to let your workers have some fun
11. Spirit – capture the energy of enduring success
12. Personally welcome everyone and be ready for their arrival – the first six months is crucial, the first six weeks, critical and the first day is a ‘code red’
13. Customer satisfaction must be number 1
14. Write down and display your ‘value chain’ – people, culture, strategy, tactics, performance and value
15. Assure continual learning for everyone
16. Train leaders, not managers or supervisors
17. Develop a simple list of expectations for employees
18. Support your leaders with coaches
19. Profess your corporate values on a daily basis – walk the talk
20. Fair compensation – levels are at or above your industry
21. Keep the flame of corporate culture burning in every hall and room
22. Celebrate team success
23. Weekly CEO/owner communications meetings with company leaders
24. Affirm corporate performance goals
25. Health and a meal – regularly schedule wellness education
26. Manage employee travel fairly
27. Offer flexible work scheduling
28. Affiliate and participate with local schools
29. Executive ‘chat sessions’
30. Coaches succeed where ‘bosses’ often fail – idea sharing, questions asked and answered – no whistle needed
31. Summer internships – let young men and women experience your culture
32. Help employees balance home life and work life
33. Provide Holiday fellowship
34. Implement a real-world evaluation program
35. Embrace people from other world cultures
36. Casual dress code
37. Encourage (S$$) your staff to build teams through employee referrals
38. Medical/Dental/Vision Plans
39. Routine annual or bi-annual physicals
40. Flexible spending accounts
41. Wellness counseling via toll-free hotline
42. Expectant parent classes
43. Prescription drug program
44. Fitness center discounts
45. Generous vacation plan
46. Holidays and floating days
47. Parental leave time
48. Company intranet website or broadcast closed circuit TV
49. Easy to use telephone and voicemail systems
50. Weekend fellowship retreats
51. 401(k) and/or pension plans
52. Discount/free banking services
53. Profit sharing
54. Career coaching
55. Easy to understand comprehensive compensation statements
56. Ergonomics
57. High energy team meetings
58. Demonstrate passion, humility and common sense
59. Workplace security
60. Free/discounted Vision care
61. Free immunizations
62. Healthy Heart Program
63. Blood Pressure Screening
64. Easter Egg Hunt/Bring a Child to Work/Job Shadowing or other child-related participation program
65. Reading Fair
66. Create building blocks of personal assets
67. Charitable Gift Exchange
68. School attendance/performance incentive reward for children of employees
69. Online Banking service
70. Autonomous management
71. Establish sound, prudent and simple processes -  short, common sense
72. Company newsletter
73. Support those entities that support us – United Way, etc.
74. Fishing/Golf tournaments to benefit college-bound children of employees
75. Survey your employees regularly
76. Formally recognize your superstars
77. Support the work family and the home family
78. Have computing systems and other technology that are ready for the future
79. Newcomer breakfasts
80. Find the best in everyone, value it and encourage all employees to bring out the best in others
81. Develop an online knowledge base accessible to all employees
82. Promote from within
83. Career service awards
84. Job opportunities online or on the phone 24/7
85. College scholarships
86. Home buying and mortgage acquisition assistance
87. Personal income tax consulting and preparation
88. Welcome back ex-employees
89. Educational assistance including financial aid, time off for class, etc.
90. Daily five o’clock meeting – 5 minutes to review the day
91. Show your true colors company store and logo clothing
92. Adoption assistance
93. Company ambassadors
94. Business cards for everyone
95. Earn a profit
96. Cross train
97. Foster and encourage employee input
98. Answer every question
99. Truth, honesty and fairness, always – no smoke, no mirrors
100. Get them a coach! Click on this link      www.coachbrian.com/contact