Management Playlist - Watch Out For These Types Of Managers

Thank you. Thank you. It's 2025 and managers still have a hard time delegating to these remote workers, hybrid workers. They can't do it.

Some are blaming the companies that they got real estate and they paid on it and now fully utilizing it. I say as the managers, the management team is still clueless after all this time about how to delegate, how to conduct themselves with remote workers. So they want to bring them back in. Management is looking useless right about now.

They need them back in and they're going to give these draw dropping, jewels, gems, what to watch out for in management. Red flags if you will. So we're going to start with number one. Micro-managing.

Be a person that can't stand it. You got to truly ask yourself, if you got a department of seven people, ten people, you got to micromanage all of them five days a week, what are you hiring for? Your drive yourself crazy. So here's a deep dark secret I'm going to let out.

A lot of managers, they micromanage and they know when to micromanage to make them look busy that they're doing something. And they do it in front of certain colleagues. If you're talking about a smart company, smart company will look at that manager and say, why did you hire him for? What are you doing wrong?

That you got to constantly micromanage these co-workers. Number two, four communicators, strategic guides. So when I say that is to say this, they give you half information and set you out about your day. They have meetings, strategic goals and guides that they're trying to set forth.

And they pretty much is telling you something that you already know. I experienced that on so many occasions. And it's frustrating. It's frustrating to the autonomous workers, right?

The goal getters. Things you got to watch out for in these managers, the nip it in the bud that nothing is going to change. Right? Let's get in three.

Horting information. There were those managers that just give you just enough to do your job. Then you set out, you're doing your daily task. When you set out, get it hired to do.

And you come to a dead end. I need to know where I can get this file from. I need this bit of information. You go to your co-worker.

And sometimes your co-worker may know the answer. I know but I can't give it to you. You got to go talk to management. True story.

And you got to go to them. And they give you the whole runaround as to why you need this information. And they know why you need the information. But you got to give them a presentation as to why you need this information to finish your task, your duties, finish your job function.

Right? A lot of people have been doing this. And of course, I've been doing it personally. So that's another sign to watch out for when it comes to these managers playing these silly games.

There's rollin' to number four, right? Like a feedback. A lot of people understand the co-workers look to management, to managers. For feedback, are they doing a good job?

Are they headed in the right direction? For growth? A lot of managers, they don't give the feedback as a mindset to think that you're not doing enough. That some of the workers that are working hard at looking for approval.

And they turn the management again. How's it going, my man? What's going on? Or management comes and break down what is going on in your job function.

Something you've done. You look for approval, you look for opinions, you look for corrections, you look for guidance. And they don't give it to you. It's a mindset.

The messes widget. Sucky manager, they do it all the time. Absence of empathy. Managers, a lot of managers actually lack this when it comes to having empathy for their team, for their co-workers, their struggles or challenges they may have, you know, at the workplace or personally.

In a quick story, a work with someone that catches the train in, and one of the days, she was actually late. And her boss was there, and she apologized for being late because of the train delay and so forth. And manager, the manager, her manager was like, try waking up a little, not a conversation behind a closed door, but in front of everybody and their colleagues. Try waking up a little earlier.

So she told the manager, well, I do wake up earlier to get my kids ready for school. We looked to manage it. Where you won't be coming late into this company. No empathy whatsoever for catching the train, which is the train is late.

She was there on time to catch the train with the delay. In fact, her and the fact that she had to get her kids ready for school every day. So she replied back, the co-worker. Well, I understand that and I'm gonna take this job offering.

Thank you for making it an easy decision for me and she ended up leaving. They try to give her everything up on the sun to stay. Her manager didn't chime then once. Never co-signed, please stay.

I apologize. No empathy. She ended up leaving anyway and left a big void in that department. And funny, funny enough, her manager, her boss ended up putting in her two weeks notice.

She was sucky to begin with. So you know who was really doing all the work. Playing favorites. Let's be honest, you ever go into a company you look around.

And you always wondered how the hell they got into that position. Or even take it in a bit further. How the hell did you pass the interview? How did you get hired?

Eventually you'll see management or the co-worker yucking it up with the manager, the management team, swapping jokes and everything pet on the back, hands shakes, ahhhhhh. You don't want to be the cool jester. Let me say that correctly. You don't want to be the court jester in order to advance.

Being a sample, tap dancing in order to advance, to excel, to grow within that company. The sad enough is not going to happen unless you plead at faith. These are what to look out for when it comes to these red flags with management. A lot of people always ask, why don't management get fired?

Why don't they fire that manager? That toxic manager? There's a revolving door in that department. They hire people.

They fire two more people. They hire two people. They fire three more people. People leaving on their own.

Through analyzing at an old company that I used to work at, it's simple. If a company tracked progress, poorly tracked progress, we talk about monthly, quarterly, yearly, the managers get slipped under the radar. Upper management is looking for results, productivity, revenue. And what upper management failed to realize since they don't track progress or individually, they take the word of management, the manager of that department.

If the manager have a team of ten, you got three or four people carrying all the weight, doing all the work. Upper management doesn't care. I shouldn't say they don't care. They don't realize that he is a sucky manager and you only got a handful of people that is pulling through for that department, which makes manager looks good.

So that's one of the reasons why managers don't get fired. Because they are getting results out of that department and it's only from a handful of people, passionate employees. There's also very few companies that allow their employees to review their managers. Right?

Because a lot of times the higher ups is only concerned once again about the results that are coming out of the department from that manager. So in turn, they don't really notice or see how the treatment that the managers are treating their team, their department. They mostly focus on the results that are coming out of that department, assuming it's coming from the manager and his delegations and his way of operations. Think about that.

Many thanks for taking some time to check my quick little rant. Make sure you like, subscribe, comment below. If you have any type of manager that willing to make a difference or a manager who need to upskill and reskill their mind, actually. I might have some courses down, low cost courses, certification courses in the link below in the description.

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