The line between a good and a bad manager can be blurry, especially since employees themselves sometimes can’t explain why they are satisfied – or not! – with their direct supervisor. Here are some clues to help you understand who you’re dealing with…

5 Key Differences Between Good and Bad Managers

Silence vs. Communication

Bad managers only give negative feedback, if any at all, preventing team members from improving. They poorly explain expectations and fail to communicate the importance of projects or task priorities. Good managers, on the other hand, provide regular feedback, both informally and in structured settings. They answer questions and praise good work.

Inconsistency vs. Logic

Bad managers are known for reacting differently to similar situations, showing favoritism, or responding disproportionately to problems. Good managers demonstrate consistent logic over time, without preferences.

Punishment vs. Recognition

Bad managers tend to jump straight to punishment and take credit for their team’s work. Good managers thank and highlight their employees’ achievements to other colleagues. While good managers also need to correct harmful behavior or lack of productivity, they generally prefer positive reinforcement over punishment.

Control vs. Trust

Frequent check-ins and reports, time-tracking software, and micromanagement are classic traits of bad managers. While good managers also implement control measures and stay informed of progress, they adapt their approach. They understand that some employees need regular deadlines and supervision, while others perform better with more autonomy.

Orders vs. Buy-in

Bad managers feel forced to impose decisions by using – or abusing – their authority. Good managers can convince their team by explaining how upcoming changes or projects benefit them. They inspire rather than impose!

Consequences of Poor Management for a Company

Managers remain key players in many organizations, significantly impacting their successes or failures through their ability to communicate, support, and engage. It’s crucial to provide them with the means to improve and successfully carry out their responsibilities.

How to Recognize a Bad Manager?

🚩 Lack of Feedback

Nothing is more unsettling than delivering a project and receiving no follow-up or feedback. It’s crucial to give your team members regular opportunities to express themselves through feedback. This allows you to stay closely attuned to their needs and concerns, and take action accordingly. 🚩 Showing Favoritism Treating team members unequally sows doubt and gradually poisons the overall team atmosphere. Allow your talent to have a clear vision of the organization’s objectives and mindset by establishing a culture of transparency to ensure the psychological well-being of your teams. 🚩 Lack of Recognition Have you ever encountered managers who take credit for their team’s work or fail to thank their colleagues for their efforts? It’s no secret that encouragement helps everyone feel useful, recognized, and motivated to go further.

How to Become a Better Manager?

A toxic manager undeniably has a negative impact on an organization. Conversely, a good manager transforms your organization and your employees, leading them on the journey every company dreams of: well-being, success, and efficiency. Being kind and engaging pays off… You often receive a hundredfold what you’ve sown.

🟩  Continuous Learning

Management isn’t innate; it’s learned and evolves. Regularly training yourself in new management methods and practices will allow you to support your team members more flexibly.

🟩  Having a Clear Vision and Measurable Objectives

72% of middle managers can’t name three of their company’s strategic priorities. Clear and measurable objectives are key to success in guiding your teams in the same direction. The OKR method is a highly effective solution for setting milestones that allow you to achieve your goals, even the most ambitious ones. source: MIT

🟩 Equipping Yourself with the Right Tools

A good manager can make digital tools their allies, particularly to automate best practices and better understand their teams. Annual reviews, OKR method, employee satisfaction surveys… There are plenty of tools for managers, but using them at the right time, in the right scope, and at the right frequency can be a real puzzle if processes aren’t automated. Zest offers a digital toolbox for managers, allowing you to simplify your management processes and focus on what’s essential.