Sixteen Guaranteed Ways Managers/Employers Can Succeed to Fail

I recently had a conversation with someone, who expressed great frustration about working with her most recent manager. She had heard he was “tough,” but it was not until she actually worked directly with him that she realized “tough” was just a polite way to put it. He flunked considerably at every aspect of management. And as most of these types of stories end, she left the job. Not surprising. Studies show that people typically leave their jobs because of their “bosses” or “managers” and not because of the work/salary.¹
 
If management failure is your end goal (ie, you have no time or can’t be bothered to manage effectively), then in my experience, these are guaranteed to you get there faster and with 100% success!
 
1. Give confusing, cursory work directives, then reprimand staff for not meeting expectations. It helps when you tell them after the fact how they should have done it and if they hear you bark enough times, they will inevitably figure it out.

2. “Delegate” various work to your staff believing it is beneath your position—or if you just don’t like doing it. This is the lazy unspoken definition of delegation.

3. If a staffer does well, please keep it a secret. If you tell them, it will only spoil them or they’ll assume it deserves a raise. If instead you don’t draw attention to it, they’ll learn to expect zero acknowledgement or reward.

4. You can offer occasional words of praise—as long as they are not misconstrued as being sincere or meaningful.

5. Tell everyone you genuinely care about your staff; however, do not make any attempts to really know them, their families, likes or dislikes. This could be confusing, and they may start sharing personal stories with you. And you might have to listen.

6. That’s when you pretend you are listening to them, while focusing on other thoughts in your head. You are a very busy person, and your inner thoughts supersede their outside noise.

7. If your staff accomplishes a task to your satisfaction, exclaim; “see what I’ve done!” suggesting the outcome is only because you directed the process. In other words, micromanage their work and take full credit for everything they accomplish, without recognizing their participation.

8. Be respectful only when it serves your purpose (ie, giving patients the impression that you are the best boss). Convinced that being curt, condescending, and dismissive are proven key staff motivators, you can employ these negative behaviors, then sit back and watch productivity soar through the roof (or out the door).

9. Don’t consider wage increases. Ever. If you give in, they will only demand it more frequently and for no reason.

10. Keep staff intimidated with an authoritative, approach to management. Never let your guard down or it will allow them to blur the lines between employer versus employee.

11. Always avoid looking like you are open to friendly communication. After all, if you give them an inch, they will think it’s open season to speak to you whenever the mood strikes them. And let’s face it … you’ve got more important things to do than getting involved in small talk. Just keep your office door closed and eventually, they’ll go away. They will learn to appreciate the cold distance.

12. Refuse to develop any tool (ie, job descriptions) that will help organize and clearly delineate their responsibilities. It will only end up putting limitations on what you need them to do. Can’t have that!

13. Whatever you do, don’t let staff talk you into conducting staff meetings. These only become gripe sessions and you get enough of that already. Besides, how does setting practice goals make things better without a plan or intention to follow up and see them through?

14. Don’t be afraid to tack on extra jobs to staff’s current agenda—and expect them to get everything done before the end of the day—without error or difficulty. Never consider that they may already be overwhelmed with their routine duties and that adding more to their day may create a challenge timewise. If they use this as an excuse for overtime pay, put your foot down. That’s unacceptable.

15. If staff have incorrectly performed a task, don’t look at it like they need more training. Just go ahead and admonish them in front of the patient if necessary. Patients always get a chuckle out of seeing someone belittled publicly.

16. Don’t worry that staff will often have to stay later than expected. After all, so do you.
 
Fair warning: If you do plan to take the above guidelines seriously, don’t turn down the heap of good luck that comes with them. You’re going to need it if you ever hope to retain a decent, committed staff!  
 
Ms. Homisak is the President of SOS Healthcare Management Solutions in Federal Way, WA.  She completed a Health Coach Training Program from the Institute of Integrative Nutrition, and received certification as a Holistic Health Practitioner from the American Association of Drugless Practitioners.

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Reference

1. PR Newswire. New DDI Research: 57 Percent of Employees Quit Because of Their Boss.