Motivating or Discouraging Manager?
The manager has a key role in the performance and ease of the team. The manager set the emotional environment in the team and by setting the priorities and distributing tasks among the team members the manager makes the team a really performing team. The team well-being is extremely important component of the corporate culture.
The motivating role of the manager is essential, but many managers fail in this motivating role. The companies repeat the same mistake again and again. They do not make the manager the employees with the best managerial potential, but they decide to promote the best expert from the team. The organization does not ask the expert about the managerial potential, about the motivation to be the manager. The organization announces to the expert, he will be the manager.
The expert does not understand the role of the manager for the team. He does not manage the tasks and does not motivate the employees. The expert manages just the knowledge and the approach to the issues coming to the team. The expert does not understand the motivation principles. The team starts to suffer.
The organization speaks about the managerial skills and the leadership development and they repeat the same mistake. They do not promote the high potential to the managerial job positions. They promote the experts as they are widely recognized for the skills and knowledge in their expert area. They do not understand how to manage the team and how to keep the employees motivated.
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