Category: management

mismanagement

“She quit because the style of her manager was exclusively micro-management,” A statement I heard during a conversation last week. Unfortunately, manager mismatches are common when it comes to lack of well-being and engagement. Consequently, they are often the direct cause for employees to quit their job.

The third “future of work trend for 2023″ according to Gartner is; alleviating pressure on managers.

When managers don’t know their own preferred management style, coupled with the way their employees prefer to be managed, relieving the pressure is almost impossible.

Organizations will need to focus on innovative ways to narrow the management skills gap, but the methods that were successful in 2019 may not be suitable for the workforce in 2023. Without the right people analytics building blocks to gain insights into the strengths and weaknesses of managers, coupled with professional preferences of employees, again, it is almost impossible.

the world does not accord with our intuition

The world does not accord with our intuition. A piece of paper, folded forty-two times, reaches the moon. Hard to believe, right?

Imagine for a second that all the (human resources) management styles and procedures you apply, based on intuition, could be totally flawed.

Use data-driven models and analytics to build decision-making frameworks to reduce attribution errors based solely on intuition.

This one minute read is inspired by the writings of Malcolm Gladwell.

bad through bad

You probably swore never to apply (some of) the parenting styles your parents used on you with your children, right? Many of us do. When we notice we apply the same parenting styles, it’s not the most pleasant realization.


Why does that happen? We never truly understood what we didn’t like about the parenting style. We’re able to communicate that we didn’t like it, but that’s about it. A thorough comprehension of which specific aspects bugged us, and why, is often lacking.


Bad managers are the by-product of other bad managers.


They want to do a lot better. However, without a thorough understanding of why their managers were once bad managers, working on a solution is practically impossible.