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7 Signs a Manager Cannot Handle Conflict, Workplace Challenges

Workplace challenges can be very difficult to manage.  Headaches, stomach upset, and more can result, but these are no excuses to avoid workplace conflict altogether.  Eventually issues will need to be dealt with before there are staff walking out the door, profit losses, and other issues that might put a manager’s head on the chopping block.

Upper management is sometimes not aware or doesn’t care when middle managers are often delegating responsibilities to staff that they should be handling.  When this occurs, a team can start to feel like fearful and/or lazy managers are getting away with something.  Why should they have to do the managers’ job?  Not every employee is looking to take on a leadership role and they shouldn’t be expected to, the manager is getting paid to lead not hide!

1.  Makes excuses to get out of work.  The fearful or often worried manager will make up excuses as to why he or she can’t be in the office during a challenging time.  “I have to take care of my relative…I can’t be there because something has come up…I really wish I could help but I have to leave early.”  How true are these statements during a time when the manager’s presence is very much needed?
2. Fakes busyness. The leader may not come up with an excuse to leave the office, but he or she will lie about being “busy” while conflicts are ongoing.  The instructions are given to team members “not to disturb…or interrupt” when the office doors are closed.  However, the conflict that is ongoing out on the floor ought to be addressed by the manager and not a staff member.  Issues are priority not making busy work for one’s self to avoid handling problems.
3. Takes days off. The manager conveniently takes personal or vacation days to do things like:  avoid critical meetings, train new staff, reorganize the office, assist out-of-state visitors, etc.  When a date is pre-planned or fast approaching, managers who don’t want to get involved, make certain they will be unavailable on those days.  Upper management, who isn’t carefully watching the timing or looking for any patterns when days are being taken off, will inadvertently approve time that shouldn’t have been approved in the first place making it quite inconvenient for the rest of the team.
4. Talks negatively about having to work.  There is a tendency to frequently complain about workplace conflicts or challenges, but management doesn’t do anything about them.  Instead, the manager hopes the problems will work themselves out.  When they don’t and they grab the attention of upper management, now he or she wants to write people up or terminate them.  Unfortunately, the manager should have been proactive from the start.
5. Ignores responsibilities.  An important thing to remember is that not every manager who is hired by a company is there for the right reasons.  The position could simply be a temporary gig until a better position comes around.  With that said, the nonchalant manager, who isn’t fearful or worried about the office conflicts or challenges, simply doesn’t address them because his or her mind is somewhere else.  This manager expects the office to be run on autopilot whether or not he or she is present.
6. Delegates tasks to people who are ill-equipped to handle them.  Whether pre-planned or requested at the last minute, work is given to those who really have no clue what they are doing.  Very little training or none at all occurs and when things are done incorrectly, the irresponsible manager blames those who he or she assigned to complete the tasks rather than hold his or herself accountable.
7. Calls off due to a myriad of genuine or conceived health issues.  Real or imagined health problems, managers, who slack on their duties, will share either in advance or at the last minute with select team members. They will do this when they don’t want to or can’t handle tasks by deadline.  Sometimes health woes really do show up because the manager is sincerely stressed out because he or she is doing poorly at his or her job.

Employees who notice leadership is not working up to par need not suffer through the excuse-making and ploys to get out of work, notify Human Resources or upper management about your concerns.  State what you are noticing and how the manager’s lack of enthusiasm, poor work ethic, and nonchalant attitude is causing the team to miss important deadlines and other relevant information. Managers, who behave in this way, bring employee morale down and ultimately cost companies more to keep them around while losing revenue.

Nicholl McGuire is the owner and contributor to this blog.

The Workers Who Don't Want to Go Back [employees, employers]

12 Bad Habits Complacent Employees Do at Work

They are complacent employees, they have reached a time in their careers where they believe they are untouchable.  They still perform well at their jobs (when they feel like it) and they still believe that one day they will be promoted despite all the things that they do below.  During times like these with many business owners looking to recoup profit losses, this is not the time to be the complacent, nonchalant and self-entitled employee no matter how much tenure you have with a company!  

These "mistakes" or "I forgot" or "I wasn't aware..." excuses have been the culprits in getting some employees prematurely laid off (with the hopes to one day get rid of them altogether), suspended from their jobs, demoted, or worse terminated.

1)  A pattern of showing up late to work and leaving early.  After all these years of getting away with this behavior with old managers, new management decides to carefully watch the time-honored employee who is guilty, and so the write-ups start building up.

2) Missing important deadlines whether a pattern or not.  Whatever the excuse for missing a deadline, the point is the so-called established employee is cherry picking when he or she feels the need to work or not "I didn't think I had to do that...I didn't think it needed to be done so soon."  Evidently this employee doesn't want to be promoted.

3) Missing meetings.  Once again, the time-honored employee who believes that he or she can never be replaced and doesn't think that certain things are important, also doesn't think that having to attend every meeting is necessary.  Why wonder why employees like this, regardless of tenure, are passed over?

4) Refusal to take company classes.  They are boring and a waste of time to the long-standing employee, but necessary.  Chances are there is something new being discussed and that employee who thinks he or she knows it all will be bothering his or her coworkers for answers.  Why get angry when they don't want to help?

5) Workplace harassment (sexual and bullying).  After all the media hype about harassment, yet an employee still thinks it is okay to flirt with a coworker while bullying another with insulting remarks.  Can someone please call human resources?

6)  Discriminating behaviors.  The deep-rooted leader sitting cushy in the corner office, huh?  What's with the eye rolls and deep sighs when "those people" come around?  Why does an employee consistently hire people who don't look anything like he or she while there are plenty of resumes that aren't even viewed because "I think that name is black...that name is definitely middle eastern...I know how those people are...U.S. and China aren't getting along so let's just pass on this one."  Again, can someone please make some phone calls, we have racist on site?

7)  Lying.  The complacent workers recruit new employees to lie.  "I just say this...Don't tell the manager that...If she asks about...tell her this..."  Long-standing employees sure know how to lie and when caught they are "never aware, don't recall, can't ever remember saying that."  Enough already! Let's just start building that case to get rid of them!  There are plenty of other companies that welcome liars.

8) Stealing or so-called "borrowing."  Interesting how things go missing and then are suddenly returned when questioned, then go missing again and are never returned.  The seemingly stable employee still has something at home from like five years ago and another long-standing employee knows all about it (chances are he or she used it to) and never says one word.  Write them both up or better yet can we just call this company theft and start the process of getting them out!

9) Bring family and/or pets to work.  What's with this?  The workplace isn't a family reunion and there sure isn't any babysitters at work.  Stop with the "emotional support" case.  Funny, how all this happens when now it is inconvenient for everyone to stay home.  Start looking for a new job, because coworkers are only going to deal with so much concerning an employees' crying child and barking dog--either they get to work from home or not!  How long they have been with the company is not an excuse to keep allowing children and pets to come to work adding to an already stressed atmosphere.

10)  Staying on personal phone calls for long periods of time.  Established employees feel quite comfortable doing this because they have gotten away with it for so long.  Meanwhile, coworkers are answering phones, running around offices, helping visitors at the door, and doing other things while the veteran employee continues to talk and talk and talk.  Then after the phone call, this employee wants to share.  Well this kind of sharing is not caring to most employees, stop accepting these unimportant phone calls during business hours!  Is anyone noticing that the employee is stealing company time to do his or her nonemergency personal business?  Hmm.  I smell a write-up.

11)  Using company equipment to visit websites for personal pleasure.  The use of this equipment was never meant for employees to have fun doing what they want when they want and how they want it, but veteran employees feel like they are entitled because "well I use my personal phone to take photos for the company and I receive texts from management on my phone...so I can use their computer, copier...whatever to do what I want.  No one cares."  Are you sure about that?  Someone is keeping track of how much shopping for company supplies is happening each month.  Looks like it's time to check company credit cards, phone bills, office supplies and the like.  There's a veteran employee guilty as charged.

12)  Favoring employees who one has a friendship with while criticizing others. This behavior is key in creating division between workers.  It is obvious that the personal friendships that the complacent employees have with their favorites is getting in the way of making important business decisions.  Those that aren't favorited are reprimanded formally, but friends are rarely talked to.  Can we find another department for this employee or an exit out the door?  If there is racial, gender, or sexual discrimination involved well there is another case to build against the complacent employee.

So if you aren't one who is guilty of the above, no worries.  However, if you are, it is never too late to change.  Do it before all this catches up to you sooner rather than later.

Nicholl McGuire is the blog owner and author of many nonfiction books.