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坏老板的十大标志

时间:2013-08-28 13:27:37  来源:  作者:

 让管理者更清楚地认识你们自己,让精英们能更有效地“管理”你们的上司。
10 Signs You Have a Bad Boss
坏老板的十大标志

By Alison Green
作者:Alison Green

Everyone likes to complain about their boss now and then, but here are 10 signs that you have a truly bad boss, the kind worth getting away from. And if you’re a manager and recognize yourself in any of the below, it’s time to immediately send yourself to manager rehab!
每个人都喜欢不时地抱怨他们的老板,但有这十个标志才能证明你遇上一个正真的坏老板,并且最好趁早离开他。如果你是一个管理者而且你意识到你已经身陷下列提到的任何一项,那现在正是立刻把你自己送往主管理人康复中心去的时候!

[See 15 Ways Good Bosses Keep Their Best Employees.]
【参见优秀上司留住他们最好员工的15条法则】

1. Yelling. Managers who yell actually diminish their own authority because they look out of control. After all, a manager confident in her own authority doesn’t need to yell because she has far more effective tools available to her. Don’t yell, and don’t work for yellers.
1.咆哮 实际上,大吼大叫的管理者正是在降低他们自身的威信,因为他们看似已经无法控制自我了。要知道,一个在自己职权内有自信的管理者是不会通过咆哮的手段来显示她的本领,因为她远有着更具影响力的方式来彰显她的能力。不要咆哮,也不要为那些咆哮着的人工作。

2. Fuzzy expectations. If your manager doesn’t communicate clear, concrete goals for your work, and convey to you what success in your position would look like, she’s falling down on one of her most important jobs. A good test: If you and your manager were both asked what’s most important for you to achieve this year, would your answers match?
2.模糊不清的预期 如果你的主管不能清楚地传达,或者不能让你的工作具有可视化的目标,也不能向你宣扬你在你的职位上将收获怎样的成功,那她必定会在她重要的工作中体味失败。一个好的测试方法是:询问你自己和你的主管,今年对于你来说达成目标的最重要因素是什么,比对一下看看你们的答案是否相似?

3. Unreliability. She says she’ll review your report by Tuesday, but it doesn’t happen. She promises to join you for your important meeting but doesn’t make it. She says she’ll forward you a client’s contact info, but it never arrives. You need to be able to rely on your manager to do what she says she’s going to do, just as she needs to rely on you for the same.
3.不可靠性 她说她将在星期二回顾你的报告,但是事实上没有。她允诺你加入一场对你意义重大的议会,但是她食言了。她说她将给你一份客户联系的资料,可是资料始终没有给你。你需要去信任你的主管所说她将要做的,正如她需要信任你一样。

4. Unwillingness to make decisions. This often takes the form of managers neglecting to address performance problems or not firing low performers. But it surfaces in other ways too, like not taking responsibility for moving work forward or punting in favor of trying to reach consensus.
4.决策时犹豫不决 这往往以管理者忽视处理实际问题或不直面低效绩的形式显现。除此之外,它们也常以别的方式出现,例如不为推进工作进程承担责任或毫无根据地赞成试着达成共识。

5. Unreasonable demands. Holding staffers to a high standard is a good thing. But insisting that people work over the weekend to complete a project that isn’t time-sensitive, or demanding that an employee do the truly impossible, is the mark of a tyrant.
5.毫无根据的要求 用高标准留住职员确实是个行之有效的方法。但是强烈主张人们在周末通过加班来完成一个不急于完成的项目,或者要求雇员做那些实在难以应付的任务,这都是蛮横专制的伪装。

6. Indirectness. When a manager sugarcoats to the point that her message is missed, or presents requirements as mere suggestions, staffers end up confused about expectations, and the manager ends up frustrated that her “suggestions” weren’t acted upon.
6.模棱两可 当一个主管粉饰她一个缺失信息的观点时,或者提出一些毫无建设性意见的要求时,职员们最终会对预期产生困惑而管理者则会因她的“意见”没有奏效而心灰意冷。

7. Ruling by fear. Managers who rule through rigid control, negativity, and a climate of anxiety and fear don’t trust that they can get things done any other way. Of course, it backfires in the end because fearful employees won’t bring up new ideas for fear of being attacked and won’t be honest about problems. Moreover, very few great people with options are going to want to work for a fear-based manager.
7.运用恐惧的裁决 主管们习惯用严厉的控制,消极的手段,或一种焦躁而恐惧的气氛来达到管理的目的,那么他们就不相信他们可以通过别的方式来获取他们所要的。显而易见,最终这会是适得其反的,因为惧怕着的员工们不可能为了不断侵袭他们的恐惧而打开新的思路,也不可能诚实地面对问题。

[See 10 Signs Your Boss Just Isn't that Into You.]
【参见10个标志说明你的老板只是没有认同你】

8. Defensiveness. Managers who respond defensively when their decisions are questioned end up quashing dissent and making employees less likely to suggest new and different ways of doing things. Managers who are secure in their authority aren’t threatened by dissent, and they recognize that others’ ideas are sometimes better than their own.

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