There’s a well-known truth in the corporate world — ‘People don’t quit their jobs. They quit their managers.’
While most employees aspire to take on managerial roles within a few years of starting out in an organisation, essaying that role is becoming tougher by the day, especially when millennials dominate the workplace.
Jombay, the Pune-headquartered talent assessment and analytics start-up says one of the most popular questions on its 360 degree online feedback* tool used by over 50 per cent of its customers is — What should your manager stop doing?
“Our technical team ran a software program to find the most common answers to this question. It brought out a varied range of responses, some thought provoking, others funny. We then identified the top five responses of 1,600 employees in the feedback platform,” Mohit Gundecha, co-founder and CEO, Jombay said. The start-up serves 200 customers across industry verticals spanning BFSI, IT, ITES, FMCG, retail, automotive and manufacturing.
Here are the top five responses in order of popularity, along with the decoded responses:
Stop imposing ideas
Managers, while it might be tempting for you to force your ideas down subordinates’ throats due to your position of authority, gone are the days when orders would be taken at face value.
If those working under you are forced to do something they don’t like, they will do it only to finish the task, rather than contribute more to the idea. It is critical for you to be flexible and discard a thought if others don’t see any merit in it.
Stop micro-managing
Managers have bigger things to worry about than keeping tabs on their subordinates. A little faith in the team will go a long way in getting them to perform well.
Stop procrastination
This is a clear case of leading by example. If a manager wants his or her team to move fast and adhere by timelines, he should do the same. Postponing timelines and expecting the team to be on their toes is not what a good manager does.
Why so serious?
Loosen up, managers! Research has proven the more fun you have while working, the more results you will reap. Positive leadership contributes to the overall positive sentiment in the team. Subordinates want managers to start being more communicative and expressive with them.
Stop being so humble
Managers need to stop being modest, and start taking credit for the good work they do. Note that boasting and taking credit for the success they deserve, are two different things. After all, good work needs equally good marketing to inspire others.
Other points
There were other interesting feedback to managers from their subordinates as well. They are: stop smoking; stop acting like a parent; stop being a pushover and be more assertive; stop CCing us on every email; stop being too calm in complex situations because it seems like you don’t understand the gravity of the situation.
“There exists a ‘Feedback Desert’ in most organisations, where managers are incapable of giving or receiving feedback. In such a situation, 360 degree feedback platform, our online tool for organisations, is helpful,” said Gundecha.
Founded in October 2014, Jombay received the most promising start-up award among 29 start-ups at the NHRDN (National HRD Network) Showcase in September 2014.
*What is 360 degree feedback?
A 360 degree feedback is a process by which an individual is rated on his or her performance on selected parameters by people associated with him or her at work. This can include direct reports, peers, managers, senior managers and, wherever applicable, customers or clients.
The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses. Organisations use this feedback platform for performance appraisals, managerial and leadership development and succession planning.