Behavior that Can Cost Managers their Job View Profile By Robert Krzak January 21, 2014 One of the most frustrating aspects of working in any corporation is being stepped over for a promotion. Another example would be the manager who solves problems, reduces turn over, increases revenue, brings the restaurant out of the dark ages, and then is fired despite their efforts. 1. A Poor Behavior Fit Their skills, experience, and abilities are not in question. You’ve never done anything to cause conflict in the team. But there is an underlying tension. Your vision doesn’t match the rest of the teams. They see problems in all their proposals, and they find your suggestions petty and not worth a response. Your successes receive no affirmation while other team members receive approval and validation for just ‘doing their job.’ This candidate is not a good behavioral fit for the team. 2. Poor Personality Fit Everyone has their own attitude. These can be defined as driver, casual, energetic, artistic, friendly and outgoing, reserved and sophisticated. There is no right or wrong personality type. Each one will fit into different organizations. Honesty in the hiring process can prevent this. However, if you do find yourself in an organization where you don’t fit with everyone else, use the situation as a learning experience. The communication and motivational skills learned here will be an excellent addition to your resume. 3. Spotty Attendance/ Job Jumping This can be a career killer for a manager. Whether the disappearing act is the result of your personal life, spotty attendance due to health issues, or dissatisfaction with your job this behavior can haunt a manager for the rest of their career. Job jumping is most damaging lack of commitment. It can destroy a restaurant manager’s career. 4. Independence – irresponsibility – Diva Attitude A manager who ignored procedures and policy can alienate the team, bosses, and customers. The hospitality industry needs team players who can work together to reach a common goal – outstanding customer service. No one can be above the team. A sense of entitlement can destroy a team’s moral and set back projects. Reckless and indifferent behavior can also place the restaurant at the risk of a law suit. A manager may see themselves as the driving force behind a restaurant’s success. But the bosses may see this same person as a problem and the cause of increased turn over or decrease in loyal patrons. 5. Negative Attitude Negativity is contagious. The biggest problem is toxic conversation. Within a very short time the entire workforce is back stabbing, badmouthing management, and being disrespectful to customers. Whether this fear is real, or only a possibility, the bosses cannot afford to take that risk. 6. Illegal activities It is very difficult for a hiring manager or recruiter to identify an employee who bends the law. 7. Poor Communicator – Indecisive Manager As a rule, direct communication is the vital to management. Once a manager discovers a problem, its critical that they take action instead or the problem will fester and get worse. Sometimes only waiting a few days before taking action can cost a restaurant hundreds, or thousands, of dollars. 8. Poor Emotional Control A moody manager may not see themselves as a problem. They get the job done. They meet goals. They follow procedures. They motivate. But lack of control, and emotional outbursts, can cause an undercurrent that eventually sours the team’s moral.
Posted on: Tue, 21 Jan 2014 22:43:29 +0000
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