I listened to two friends recently talk about their jobs and how much they love the work and the people that work alongside them and below them but hate their managers. In fact so much so that one of them has her resume out after being with a company for over 10 years.

My friend shared that she did not receive a raise or a bonus in the previous year even though all of her direct reports did and she is still unclear as to why that is. In fact, she shared that no one even told her she wouldn’t be receiving a raise or a bonus and after she notified all of her direct reports of theirs she actually had to approach her boss about this and her boss referred her to talk to the boss one level up!

The other shared that her boss speaks down to her on a very regular basis. When she addresses it with her boss and asks her to please speak to her respectfully the boss then offers to buy her lunch for the day. My friend said she wishes she could say, “Keep your stinking subway and treat me with respect!”

I think we all can relate to having a manager that makes us hate a job we would otherwise love. This really solidified to me how important management training is. I have found over and over again that most managers are in the position because they are good at what they do. Not because they are good at managing people, much less even good with relating to people at all. It is not fair for us to put people into management positions and not teach them how to actually manage the people below them. This is what IAS’s Managers BootCamp is designed to do.

In the first instance, my friend should have been having conversations with her boss throughout the year regarding her performance, or apparent lack thereof, in an effort to monitor growth or move her toward termination. There should never be surprises at evaluation time or raise time. She should have known she was not going to receive either a raise or a bonus well in advance of that actually happening because her boss should be coaching her to improve her performance or move her out.

In the second instance, my friend’s manager should know that different people communicate differently and are motivated differently. Perhaps the supervisor is a high Dominance person and really doesn’t intend to demean people but communicates by being a Direct Teller. However, she should know that my friend is a high Extroversion person and she needs friendly, warm, team oriented communication to feel valued and motivated. (Insights taken from ProScan tool used by IAS)

Seriously, it is Management 101. As employees we find it absurd. As managers we tend to avoid the issue. Instead we should do something about it. There are plenty of management training programs out there. If you don’t take ours take something. Be intentional about managing your people and not just being a boss.