One reason why managers don’t manage are they lack confidence in their skills.
Some managers avoid making difficult decisions because they are afraid of making mistakes. They lack confidence in their ability to assess the situation and determine the best way to respond. Or they take action and then guess their decision. Very often, this manager operates in a vacuum, without sufficient access or support from other managers.
How can you say that a manager does not have confidence?
They come to human resources to discuss every employee situation.
They retreated from their advice on the first meaning that they had no support from their colleagues or top management.
They are very stressed over the decisions they need to make.
They did not start any changes in their staff or operating procedures.
They hide the lack of confidence behind bluster, bragging and blaming others due to lack.
When managers are not confident, their employees find out and can try to use it by manipulating or misinterpreting facts or problems. As a result, their employees are basically in the driver’s seat. So it becomes very difficult for managers to manage daily activities, implement changes or impose discipline. Managers can hide their shortcomings by refusing to accept responsibility for their actions or actions.
A right case occurs when the bank changes the software. The bank branch began losing member deposits. Branch managers literally cannot find where deposits are directed. Managers at the head office blame branch managers because of their inability. Only after we brought together all the managers that they could remember that they shared the same goal: to serve members. After the discovery of the error ended, the central managers could admit that they did not train branch managers correctly in how new software worked.
You can build your manager’s trust by providing mentors drawn from managers who are more experienced and experienced. Mentors can help new managers understand the company’s culture and management of management. Mentors can also share their experiences, including their mistakes, to encourage and support new managers.
Another option is to build a meeting time for managers from all companies to get to know each other and establish relationships that will provide support and mutual encouragement. Once the relationship was established, the manager would be able to use their colleagues as a soundboard for decisions or initiatives they planned