Managers. Why can’t they just do everything the way you ask them to and the way the policy reads? Wishful thinking. Here are seven deadly managers’ sins that are probably being committed right now, down the hall.
Sin 1. Lust
Sexual harassment continues to be a problem in the workplace. And it’s often worse when it’s a manager and a subordinate. Perhaps the most difficult challenge in training managers and supervisors about harassment is getting across the idea that what matters is the attitude of the receiver of the harassment, not the deliverer. Managers think they can excuse their improper behavior with “I was just kidding” or “Can’t she take a joke?” but if the victim was offended, and especially if he or she asked for the behavior to stop, there’s a problem.
Even if the victim seems to be going along with the behavior, he or she will likely claim in court something along the lines of “I had to go along with it—I have small children to feed.”
Of course, when training about sexual harassment, don’t forget other types of harassment, for example:
- Religious
- Race
- National Origin
Of course, one joke about religion or race probably doesn’t rise to the level of illegal harassment, but it does rise to the level of inappropriateness in the workplace. And consider this scenario: You fired someone for poor performance, and there’s little documentation. The person says, “No, you fired me because of my religion.” Now that joke about religion is a strong piece of evidence against you.
Sin 2. Wrath
Anger isn’t appropriate in the workplace. Employees are sure to do things that make managers angry (ask for leave at the busiest time of the year, complain about the manager to EEOC, for example), but the reaction must be controlled.
Shouting in public “You’re fired” or “How could you be so stupid” or “Don’t you care about the team” is never the way to respond to employees.
- It’s not good for morale
- It encourages people to sue
- It doesn’t play well in court
Set that keyboard aside! Your job descriptions are already written. Click here to see why thousands of managers have a permanent place in their offices for BLR’s classic Job Descriptions Encyclopedia.
Sin 3. Gluttony
Managers just keep taking on more and more, thinking, “I’m the manager. I can do this. I can solve this.” But eventually, they can’t, and critical duties fall through the cracks.
Sin 4. Pride
No employee of mine is going to get away with that! That’s a typical manager’s reaction when one of his or her employees makes a claim of discrimination, or refuses to work because of a perceived safety issue, or complains of harassment. And it’s an understandable reaction.
But it’s also the opening line of retaliation. From that moment on, any action against that employee—termination, demotion, change to another job, failure to promote, the list goes on and on—and that person can cry, “Retaliation!” And the beginnings of a case are already there.
Prewritten job descriptions in the Job Descriptions Encyclopedia now come with pay grades already attached. Click here to try the program at no cost.
Today’s Bonus Sin: Power
Managers think they can just fire at-will employees for any reason or no reason, but that’s dangerous. (Look for details of at-will challenges in Wednesday’s and Thursday’s editions of HR Daily Advisor.)
Meanwhile, in tomorrow’s Advisor, the remaining sins including Envy and Sloth, plus excellent news—your job descriptions are updated, legally reviewed, and ready to go.
This is one of the best articles I have read in a very long time, and am curious to read up the remaining sins. I wish Managers will take out time to read it, repent of these sins and go to sin no more. However, I see these sins as one committed by any everyone who has at least one subordinate; at this point, they are “managing” that subordinate and can be tempted with one, all or even more of these sins. If and when everyone in the workplace will be considerate of the feelings of the next person – whether Manager, CEO, Supervisor, Clerk or Janitor, then the workplace will be a safe haven, and a home away from home – purged from sin and stain.
Excellent practical summary of existing law.
Yes, the “at-will” trap (mentioned in the “bonus sin” section) is a dangerous but common one. It’s perfectly legal for a manager to fire an employee for, say, wearing green socks, or for no reason at all. But a jury’s just not going to buy it.