Since I’m one of them, can we do an informal poll here and ask people what they appreciate and value most in a manager-employee relationship? What management traits make someone a good manager?
15 replies (most recent on top)
What makes a manager effective, is bringing out the best in their direct report, to make both of them look good.
Unfortunately my experience with Optum management was the wrong people being promoted to the wrong positions, not knowing how to people manage, and then since the manager is under the g-n to deliver, they use the stick and carrot approach to managing.
My feckless cu-t of a manager used fear, intimidation, and the constant whooping of my a-s as if I was some mule to get to me to do my job. And then one day, just as I felt like I was making inroads with them, it all stopped. 1:1s were dropped off the calendar, there was no discussing my review, and then I was RIF'd out of the org.
Spineless piece of sh-t didn't even have the courage to face me directly when they let me go. They had to have their manager do it.
I seriously hope everyone in "leadership" there loses their jobs, and you can see what it's like out there.
@ac and unfortunately a lot of the good ones were laid off while the ones who just does what leadership says without advocating for themselves or their team remained! What does this say: they don’t care! We were asked to speak up our voices matter and I turn targets were put on our backs! Metrics and good standing on staff or managers were taken into account they kept the ones who would not challenge their bad leadership and would not complain.
My manager is the best one i've ever had in my career. shes able to stick to business but still be an actual human being not on her high horse. she's flexable but not to the point where people are walking all over her. i've repeatedly told her the second i hear shes on the outs, so am i.
My advice to managers: Rest until vest if you get shares (rare now), or at least wait for your bonus (also rare). No one expects their manager to last a year here, so you aren’t going to have a bad reputation if you leave.
There are no managers at Optum. All you have is toxic people who have been promoted from within with the same toxic expectations as management. Can you imagine them having the skills to lead, to grow. Haven’t met one person who doesn’t have self interest in the role. A good manger does not micromanage they lead by proving they can do the job themselves. They take the strengths that people have and focus on those , improve those skills, not constantly try to focus on someone weaknesses. Again growing a hostile environment isn’t a skill.
@b7 Your manager has just found a way to focus on your output. Again it is about the metrics, not quality or anything to improve the member experience, just how many or how much you can produce so she can get a big fat bonus.
Optum GL28. My manager respects me and asks me monthly how they can step out of my way to improve my output. I know it won’t be believed here but they exist.
My rag manager clears her throat every 3 seconds when she’s mad and speaking, it’s frightening how obviously unprofessional, please let her retire soon!
As someone who was RIFed on Thrusday, I wish the forum would focus on the topic at hand of layoffs. All these off topic discussions are not needed here.
for a 2% raise and double that in HC Premiums and a watered down 15% of my bonus potential for a 4 rating. Just don't bug me is all I ask.
The role of the manager is to protect the people under him/her from the dark forces in the rest of the company.
The best managers I've ever had have understood this. They support the employees by not over-working them, acting as an honest liason between corporate demands and realities of what can be delivered. They let the employee figure things out on their own, and offer guidance when stuck.
The worst manager I've ever had have been conduits for whatever management demands. They act as mere mouthpieces of management. They don't care a lick about you, your life, what you're good at. They never take one for the team. They're brown-nosers and will throw an employee under the bus at the first chance they get!
Player-coach
1) STFU and listen for a change. Most of the time you know less than the people on the team you inherited. You could learn something and figure out the blockers where your help is needed since that is your job.
2) Dont be one of those that takes the credit for all achievements then backs up the dump truck for things that dont.
3) Micro management you get zero loyalty from the start. I will go out of my way to make you look bad. You want you professional behavior then display professional behavior. Treat me like a child I will perform that role all up to you.
4) Corporate climbers. If I sense this is a step on your ego driven ascent to the top I am out and will not go the extra mile for you just the minimum.
5) Respect is not automatic just because you have a title. The bigger the title the harder you will have to try to earn my respect. Since I get a new manager every 12 months I am not going to waste any time building a relationship until after the 12 month trial period is done it is all on you to change my mind.
6) Minimize useless meetings that could be an email and leave me alone on teams it is useless distraction
7) If i hear the term AI uttered from your lips you need to put money in the swear jar.
8) None of this passive aggressive cr-p everything is fine all year then eval time I am the worst employee that ever worked here.
I can tell you what’s not a good manager, anyone who needs a meeting to explain why you’re behind, instead of asking what’s in your way.
Be sincere, dont take my credit and do not backstab.
That'd be it.