Although it’s encouraging to hear that leadership wants managers to nominate and recognize top performers, insecure managers often block these individuals from receiving praise. Advice to management: why not hire leaders who genuinely care about the well-being of the people they oversee instead of just their own interests?
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I was asked at a ts interview what changes would I make if I was liam ho-e.the man is just incapable of understanding day to day activities on the floor.
Assess managers' competency based on the number of nominations that they make, and watch this change significantly
@OP there's two reasons for this the nail that stands out, gets hammered down, that means if you're too good their position they become untenable and if thers problems , it means they can't manage their own group
@OP “why not hire leaders who genuinely care about the well being of people they oversee instead of just their own interests”. The company is too product driven. When a new manager starts they are given an incentive that is only for them (bonuses) no one else. Then it doesn’t matter to them after a short while. They all turn out the same, head down, push people to the limit, adjust targets tomorrow to get more, give bad/mediocre reviews to keep promotions/wage increases to a minimum, downplay accidents by turning them into “near misses”and in turn saving money on the company’s behalf while receiving credit for the work the floor staff are putting in because they done an excellent job controlling them. You could hire Jesus and it wouldn’t be long before they’d change him too.
Similar comments on Glassdoor are ignored, and I wonder if HR even knows about this site.
This is very true at Waters.
Many mid level managers are indeed very threatened by competency, especially the new managers who are not qualified for their roles
True