Career Testing
Career Testing
Career Testing
LEADERSHIP / AUG. 19, 2013
version 3, draft 3

Are you a Seagull Manager?

Seagull managers are those frustrating "managers" (and I use this word lightly) who fly into the office, make a lot of noise, s@*t over everything everyone has done, and then leave; aggravating employees’ to the extent that they become unproductive, feel undermined, and resent their boss.

You may get a buzz from striding into the workplace asserting your authority left, right and center, but let me tell you – a manager who is not respected by his employees will not last in the job. You may think that you are indispensible, but you aren’t. These days’ employees with experience and motivation are two a penny, so you need to buck up your ideas, change your management approach and realise that you will only ever be as strong as your weakest link.

 Why are seagull managers hated so much?

Whether you realise it or not your employees will resent you. They probably mutter obscenities about you under their breath or give you “evil-eye” glares when your back is turned; too scared to stand up to you, they will use any chance they can to get their own back! Is this really the way you want your staff to feel? Do you really want to be on your guard at all times? No. Thought not. So you need to initiate a strategy of “Damage Control” ASAP before you cause irreparable damage that is beyond saving.

Strategy “Damage Control”

Stage 1

Before you can go any further, you need to assess the situation. By finding out who you have upset or offended and why, you can make amends. You need to hold individual staff appraisals to get their feedback. You can also hand out surveys for your employees to fill out anonymously. This way you can get the truth without the employee feeling like they will be reprimanded.

Stage 2

Once you have gathered all the feedback from your disgruntled employees, you will probably feel rather depressed. Let’s face it, you haven’t been the best boss in the world, so the feedback will be less than favorable. You need to take some time out to re-assess your management approach in line with the needs of your employees. Find out what it is they really need from a manager to be more productive at work, then adopt these management styles yourself. You may find it helpful to attend some management training courses. This will give you the resources you need to make the change a successful one.

Stage 3

Your aim is to secure your job, generate high levels of employee productivity, and gain the respect you deserve as a manager. You need to find the right balance between being strict and authoritative, and being fair and compassionate. Once you have found this balance, you will see the results immediately. Make sure that you continue with the staff appraisals to ensure that you are always kept aware of employee feedback. The more you understand your employees the easier it will be to stay one step ahead.

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