When Managers Should Resign

If you view the people you lead as “interruptions” you should seriously consider resigning.

Why?

Because those interruptions are the main focus of your role.

If 70% of people leave their job because of a poor manager…

Almost 100% of those former employees don’t feel valued or cared for as human beings.

This opinion may feel “soft,” but think back to a bad manager in your past (we’ve all had at least one).

I bet you felt they treated you poorly.

That doesn’t mean all bad managers hate people.

It just means nearly all of them view you as interrupting them from getting their work done.

Now if you feel I’m jumping to conclusions (you’re definitely entitled to feel that way) let’s go back to why most managers are hired/promoted in the first place.

New managers are usually promoted from within due to being a high achiever.

But what skills got you the promotion won’t serve you in the manager role.

The best sales person doesn’t automatically make the best manager of the sales team.

Most likely the top sales person accomplishes more alone and having to manage co-workers slows them down and is frustrating.

It’s the same reason why the best athletes in pro sports make terrible coaches.

When companies promote based on individual achievement alone two problems are created:

• First, you take that high achiever away from what they do best.

• Second, you assume they want to manage other people’s performance issues.

Becoming a new manager shouldn’t be the only way to advance in your career.

• In fact, it’s a disservice to your organization.

• If you know you don’t want to lead a team, tell your boss.

I’ve worked with too many managers who could have avoided this mess if they anticipated what’s ahead.

Now the responsibility isn’t fully on the new manager, but if you don’t speak up that’s normally the next step in your career.

One of the many reasons I enjoy coaching managers is to help support the transition and equip them with the skills needed to lead others.

I explain some of the differences in a previous article I wrote “Skill Set or Art Form?”

If you truly care about helping others you’re on the right track.

Skills can be taught, but genuine care for people can’t.

So if you’re transitioning as a new manager and don’t feel you have the support or tools to succeed in leadership reply to this email.

God Bless,

Scott

P.S. And if you’re a new manager and can use more of this👇 reach out!