Source |Linkedin.com | BY: Tomas Kucera, Vice President, Business Operations at SolarWinds
In most of the employee engagement surveys you read that one of the top reasons why people leave their companies is their manager. It is not about money, it is not about work, it is not about team, it is about the boss.
Every now and then you run into someone on the management team or in leadership position that leaves you wondering how that person could get there. These individuals are often smart, they appear to be confident, and play nice with their managers. The real issue shows up when you see how they communicate with people who they deem unworthy, people with lower status, their teams, or people who may threaten their position. I’m talking about jerks in management.
Since this can be a rather broad term let’s go to Merriam-Webster dictionary that defines jerk as “an unlikable person; especially one who is cruel, rude, or small-minded – a selfish jerk”. This is the type of boss I’m talking about.
So how do such people get into management? The question you have to ask, is about causality. Do people become jerks after being promoted? Or do they get promoted because they are jerks? Some research indicates that self-centered, narcissistic and confrontational personalities have bigger chance to become managers. Not necessarily good managers, but because of their ability to present themselves well they tend to be seen as confident and persuasive. If the company doesn’t screen carefully their management candidates it easily happens that these people get into management roles ahead of those who have more suitable qualities and actually lead people and are helpful.
The problem with a jerk is that he doesn’t know he is a jerk. These characters truly believe they are great because their egocentrism prevents self-reflection. It is only the surrounding people, the culture, the company who suffer. The only decent remedy is to limit the scope of interaction of these brilliant jerks or to remove them from the team altogether.
Aside of the ones who got to management because of their jerkiness you have a second type of management tyrants. Those who became one over time. They were completely fine individual contributors who got increasingly antisocial once they got to a management positions. The great thing is that these people are not inherently damaged. They are not jerks, they just act that way. For these people it is usually something that can be changed with feedback, training, and help from outside.
So what are the reason why good people turn bad when getting to management? And what can you do to prevent it? Why managers become jerks:
Why managers become jerks: