In the movie Casino Royale, Vesper Lynd tells James Bond that "there are dinner jackets and there are jackets. THIS is the latter".
This quick note is about the former - managers and not dinner jackets. More boring than dinner jackets. But as common.
How to spot insecure managers…and some ways of dealing with them
Many of us have managers who are insecure about their position, their work, targets and their teams. Such managers can negatively impact the ability of teams to focus and deliver results that businesses need. They will go after top performers in their teams and try to subdue and depress their achievements. Such bosses have a few common characteristics. Here are a few tips on how to spot them.
1. Micro manage
Managers who feel threatened and insecure tend to try to show who the boss is. Constantly questioning work done and milestones achieved is the only way they know to achieve a sense of control over their good performers. They lack the confidence to let their team members take decisions and be responsible and accountable.
2. Keep out
When threatened, insecure managers will keep their good performers out of new projects or try to get them out of projects and work they are currently involved in. They will sideline good performers and undermine their work and authority among other team members.
3. Hide achievements
Insecure bosses will try to hide performances of their top performers from theirs own managers. They try to project all achievements as their own and will downplay contribution of individual team members.
4. Take credit
This is the probably single biggest common trait amongst managers who are threatened by their team members. They take undue credit for the work of their team and will project themselves as key contributors.
5. Lack vision
Insecure managers typically lack a clear vision, will not set clear directions for their teams and will keep changing their minds on what projects to undertake and how to finish them. Their priorities will keep changing and their teams will be confused and overworked due to constantly changing directions.
6. Routine
Managers who feel threatened will often take refuge in the comfort of the known. They will stick to routine work and not encourage their teams to try new avenues of learning and achievement. For many such managers, just enough is good enough. They lack the motivation to do more and do better.
7. Career damaging
The worst managers will damage your career by limiting position and remuneration growth. They may even try to convince their managers to get rid of you.
8. Absence of meritocracy
Insecure managers tend to promote cronies instead of outstanding performers. They prefer to employ and work with non-performers or workers who are of a lesser intellect than themselves - if that was even possible.
There are some simple ways to "manage" such managers on a daily and long term basis.
1. Communicate
Communicate your progress clearly and calmly. Setup frequent and regular meetings with your manager and update him on the work you are doing. Highlight how that work benefits the company and the team which includes the manager.
2. Speak up
Voice your concern. Do not be shy of telling your manager that you are unhappy with his approach or lack of it.
3. Record
Keep clear records with timelines set and achieved, targets set and achieved, final outcomes and the benefits that have or will accrue.
4. Escalate
In the worst case, take HR or senior management into confidence and update them with clear and concise data on how you have been sidelined and how your achievements have been kept from them.
5. Data
Back up your claims with authentic records of project deliveries, client testimonials, genuine feedback from peers, co-workers and managers of other departments.
6. Focus
Always stay focused on your work, maintain highest standard of quality and help your manager prioritize work with logical and business reasons to change priorities and deadlines.
7. Value
Estimate value to business of work being done in the team and highlight the most impactful work that the team can do to ensure maximum business benefit.
8. Clarity
Ask for clear directions. If your work involves research or trying out new ways of solving problems, ask your manager for clarity on expected outcomes. This will give you a broad field to work on towards the expected results. Try to see the big picture and use your work to contribute to the big picture.
9. Stay Positive
Stay positive and calm throughout your interaction with your manager. Take notes of what was spoken and decided and record them in a formal communication for future action and reference. Keep happy.
10. Separate
In the extreme case, consider if going to HR or your manager's superior with a request for separation of you or your team from your manager. If your work is distinct enough from the rest of the team that reports to your manager, you may be able to make a case for such separation. This is a slightly more direct and stronger version of point four.
Cheers
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