Many years ago in my early corporate days, I was on a team reporting to a self-described “whiz kid.”
I kid you not. (Pun intended.) He really did call himself a whiz kid.
He was a nice enough guy … but a really bad manager.
He was so bad that I and my fellow teammates went to not just one, but two of the senior leaders in the company to state our case for why we needed a different manager.
To no avail. They did nothing.
So I did something: I left.
And for my new employer, a reinsurance firm, I designed, coded, and implemented a software system that saved over one million dollars (not a typo: $1,000,000) in its first run, finding insurance recoveries that had been missed by the business unit that had been doing this work manually.
This was a system that many in that business unit said couldn’t be done programmatically. It was a system that the company who subsequently bought the company I was working for also said couldn’t be done programmatically. (The look on their faces when we said, “Oh, but we did do it,” was priceless.)
My point here is not what a great job I did.
My point here is that if you have struggling managers in your company, even if they’re perfectly nice people, what is that costing you in expertise, skill, insights, creativity, innovation, and, yes, cold hard cash, that is either lying dormant out of sheer frustration, or heading out the door to a new job?
You probably don’t know, because most people won’t tell you. They’ll just leave.
And then you’ll never know what they might have been able to accomplish for your company.
Find out what it really costs when a manager fails: download the employee replacement costs spreadsheet here. I’ll wager it’s more than you think.
Want to explore options for developing your managers into good leaders? Let’s talk – click here to contact me.