Characteristics of a Poor Supervisor

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Dispalying anger at employees is a poor characteristic for supervisors.
Dispalying anger at employees is a poor characteristic for supervisors. (Image: Hemera Technologies/PhotoObjects.net/Getty Images)

Chances are that most employees encounter supervisors who have poor characteristics at one point in their career. An unfit supervisor makes the workplace environment either unpleasant or difficult to work in. Unprofessional conduct can range from an inability to make a decision on a project to bullying; a poor supervisor may even take credit for an employee's accomplishments, while also blaming the employee for his own mistakes.

Types of Bad Bosses

Many poorly performing supervisors are present in every possible work environment. Some tend to micromanage by persistently standing over your shoulder or intimidating you by sending endless emails about your work performance. These supervisors may even question when you take lunch, and your morning and afternoon breaks. There are other types of supervisors that have no professional training, do not understand the supervisory role and responsibility, or have anger issues triggered by simple mistakes, according to the website Quint Careers.

Lacks Ability to Take Advice

One disconcerting characteristic of a poor supervisor is having a lack of professional integrity. This is a supervisor who will typically promise to follow up on concerns or complaints about work procedures that may either improve the work environment to correct inadequate procedures advocated by the supervisor. Instead, the supervisor will point out employee mistakes and faults and criticize an employee who has a disagreement or opinion that counters his own.

Failure To Communicate Effectively

One very frustrating characteristic of a poor supervisor is the inability to clearly and concisely communicate project or program goals or timelines. The result of this problem leaves the employee at a distinct disadvantage in being able to complete tasks or achieve department or area goals. When a supervisor also engages in the practice of constantly changing goals, objectives and deadlines, it compromises the project and unjustly, creates poor performance results by employees.

Humiliates Employees Publically

Supervisors that humiliate employees publicly or in a work group or meeting demonstrate a distinct inability to discern the need to keep certain employee performance practices private. This action also serves to create a more demoralized employee, which makes other employees feel that they too may end up being publicly humiliated by the supervisor. Public reprimanding by a supervisor should be reported to your human resources department immediately.

Document Bad Behavior

One of the most effective solutions for dealing with a supervisor who is engaging in poor unprofessional practices is to document all of the incidents that occur. In listing the incidents, it is important that you remain totally objective and do not interject emotion into your listing. For example, discuss simply and factually when the incident occurred, and how this behavior affected your ability to perform your job or the job of fellow workers.

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