What makes a terrible manager?

So what makes a terrible manager? They begin by failing to provide team members guidance, there are no objectives set, no implementation plan, no reporting of progress and a complete breakdown of culture.

As a manager, they are supposed to conduct performance reviews at least annually but manage to avoid them. The reason poor managers hate performance reviews is that they wouldn’t really be able to identify team strengths or weaknesses and they are worried the team will quickly work out their lack of skill and knowledge.

Poor managers use stand-over tactics on team members, they like to harp on previous team failures or when deadlines were not met. When a mistake is made, poor managers are quick to assign blame on individual team members. Poor managers don’t update the team deliberately keeping information from team members and would rather defer than actually make a decision.

Poor managers waste time playing office politics to manipulate their next promotion instead of actually leading the work group. They tolerate poor work output by the members of their golden circle allowing chronic under-performers go unchecked. Poor managers hire C players who won’t outshine them; in my experience, they are very lassiz fare in their actions instead of being a micro-manager.

Whenever possible, poor managers take credit for the work of others presenting it as their own. Poor managers always use the term I and never we. They constantly put down team members in front of others and never give credit when due. There is constant turnover in their team, they have terrible human resource track records with a failure of team members going on to be successful managers themselves.