Forum

HRD Canada forum is the place for positive industry interaction and welcomes your professional and informed opinion.

Notify me of new replies via email
HRM CA | 07 Apr 2015, 08:00 AM Agree 0
Disengaged managers are deadly – their own performance is poor and they poison everyone else’s. Is your organization at risk?
  • Tina | 16 Apr 2015, 11:59 PM Agree 0
    I agree a disengaged manager is very problematic to any organization because if they are not motivated how can they be expected to motive their workforces. Accountability and respect are key factors in determining a leaders success. Therefore if managers are role models they will determine the cultural environment that they create and sustain. Disengagement creates disengagement and vice versa.
    I also agree that most people do quit their boss first and then the organization for allowing this behaviour to occur. Often workers look to the manager as an example of future growth, therefore if they are disengaged that means advancement is not that great and we see that it acts to decrease productivity and ambition for growth. And can hurt future succession planning initiatives.
  • Tina | 17 Apr 2015, 12:04 AM Agree 0
    Also in addition, we need to understand why the disengagement is there and what has triggered it. Often just talking and listening has a lot to do with how people perceive advancemnt and whether the manager may feel that they are at a standstill in their growth with the company. Acknowledgement and recognition even at the manager level can act to decrease disengagement and increase motivation and optimism in their future with the organization.
  • Pooja Pillai | 15 Jun 2015, 10:38 AM Agree 0
    A bad manager can pose all kinds of problems to their employees resulting in them not being able to enjoy their work.
    This is where it becomes important for the employees to analyse their manager's attitude and for managers to self-evaluate.
    Here is a quick check-list to help with the same: http://bit.ly/1LaKk2O
    But of cou
Post a reply