How do you handle a failed driver?

The word “manager” refers to every person who holds a position and manages business and employees to achieve a goal. For example, the doctor is a manager in his clinic, the teacher is a manager of the students, and the supervisor of workers on the premises is their manager, and it is his responsibility to manage the work team entrusted to him, and it depends on the degree of success and failure of this department. .

Therefore, we find that some employees complain about the presence of some failed managers in their work life; Because the failure in the administrative methods negatively affects the employees and causes them a lot of anxiety and stress, unwillingness to work, delay in work and lack of development, creating an unhealthy work environment and uncomfortable conditions that can lead to large material losses and the loss of various human resources of the organization.

We begin by defining the failed driver by explaining its characteristics in the following points:

  1. Focus on authority rather than leadership, by seeing himself above his team by issuing and reprimanding orders, not listening to and neglecting the other opinion, and unwillingness to organize information with a lack of imagination and creativity.
  2. Avoid responsibility, by blaming others when problems occur and accusing them of negligence and lack of focus.
  3. Lack of passion and enthusiasm as it negatively affects the work team, its enthusiasm and activity, and hence the quality and efficiency.
  4. Attention to material results, given the lack of a vision for the future, and the measure of success are only material gains.
  5. Not listening to the work team, which causes the organization to be deprived of diverse ideas and possible solutions, as the most appropriate solutions to the problem often come from the employees close to it and coexist with it.
  6. Lack of empathy and integration with the work team, is a trait that the failed manager does not enjoy, although it supports the work team and it helps to know and solve the team’s problems and raise the ceiling of morale for them for the sake of of excellence in the work.
  7. Willingness to sacrifice values ​​and principles for the sake of self-interest, excellent appearance, or evasion of responsibility, which helps to lose the confidence of the work team in him and in his actions and decisions.
  8. Constant fear of failure, which causes unwillingness to make quick decisions and loss of confidence due to this hesitation in decisions, and the work team grumbled about this fear and hesitation.
  9. Success is always attributed to itself by ignoring the efforts of the work team, their ideas, achievements and sacrifices in this field.
  10. Fear of losing his position, by not training the work team on leadership, not creating leaders for the future, and by trying to hide the secrets of work and centralization in the administration he follows.
  11. Lack of flexibility, which arises from not accepting emergencies for employees, and in return he expects them to be flexible and accept an increase in working hours by increasing tasks and putting pressure on them.
  12. Non-compliance with work rules, by setting and not respecting rules, such as delaying or not responding to mail and forcing the team not to use phones while working and using his phone, and others methods of non-compliance.
  13. Neglect of human communication, which means to communicate with the work team only for the sake of work, and not to pay attention to their special or humanitarian occasions, or to reassure them about health and other evils.
  14. Poor team communication skills, which means choosing the wrong time for discussion and giving tasks and duties with incomplete data and without important details due to poor team communication skills.

A failed driver can be handled by steps that focus on the following:

  • Be careful working with the manager for the interest of the organization and avoid working against him or confronting him or her hostility as it is not in the interest of all parties.
  • Predict problems before they occur and warn the manager of them with high professionalism without embarrassment or prejudice to the public interest.
  • Ignoring the manager’s weaknesses, praising him in the right decisions, and explaining the point of view of the wrong decisions in an elegant way while trying to help him overcome his weaknesses.
  • Complete the tasks and document the work and instructions given by him so as not to evade responsibility in the event of failure.
  • To know his personality pattern and study it to know how to deal with the personality, such as: love of elevation – deception – kindness – love of expression, where each character has a different way of dealing with it.
  • Arrange ideas in a healthy and convincing way when you discuss with him to accept and understand the topic and handle it very seriously and carefully.
  • When incomplete information or data is received from him about a new task, it is necessary to professionally seek clarification and detail about the defects in order to avoid poor execution due to this lack of information.
  • In case of failure of the previous steps and the bad relationship, external help is requested by escalating the problem strictly confidential to the head of the director or the human resources department, with caution to skip administrative levels, and the escalation is in an objective and realistic way aimed at achieving a solution that satisfies all parties.
  • The last step in case of escalation is not feasible is the employee’s request to switch to another appropriate department, and this request will express the employee’s compliance with the practical organization and loyalty to it in the most difficult circumstances.

Once all the characteristics that indicate a failed manager and the way to deal with them have been clarified, our message to every manager who practices this failed method administratively is to try to get rid of him and improve the work team and good and effective communication care for. with them to inspire enthusiasm in them while complying with all laws in the workplace because he is a real role model for the work team, He must also be courageous and take responsibility to create a healthy and productive work environment that contributes to the achieving the main objectives of the organization, its continuity and excellence in commercial markets, the stability of its employees, job satisfaction and low turnover rate.

Leave a Comment