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re: Why do new managers always come in and want to change everything?
Posted on 2/12/24 at 8:02 am to RoosterCogburn585
Posted on 2/12/24 at 8:02 am to RoosterCogburn585
quote:
Seems like the vast majority want to put their stamp on stuff and not maintain the status quo....
In some cases, the status quo may have needed changing (lack of efficiency, continual personnel problems, etc). Perhaps that was why the new manager was brought in?
In other cases, there are those who make big changes in order to look like they are doing something big while they are really doing nothing. The most blatant I've seen is someone changing up seating/office arrangements on an entire floor and part of a 2nd floor. Nothing was gained, but it made everyone look busy for a few weeks (because they had to repaint the offices and get new furniture, of course).
I've seen both types of cases play out many times over the last couple of decades. It's helped me develop a view of new managers that goes something along the lines of "if the first few things they focus on aren't directly related to making the work environment objectively better, then the further those decisions are from that status the more likely they are to be a poor manager."
1
Posted on 2/12/24 at 8:35 am to Bard
Sometimes, managers step in to what some would describe as a bad culture. Management would say it. The employees would say it. Managers make changes but the employees that admit the culture is bad are the ones fighting the changes the most. Its a pretty common theme.
Employees will regularly ask for input in to these changes without the ability to see the big picture. Even so, a good manager will accept this input. However, the input is generally negative in nature and solve no problems. When a solution is presented, they fight it, even tough they were given input.
Managers that create this sort of environment need to step away. A manager that is willing to deal with this sort of culture and take steps toward changing it are valuable.
Most of the time, if you are questioning the changes, you are not giving it a real chance to succeed, even if its best for you and the company. Keep an open mind and give it a chance. Do your part. If it fails, it won't be because the employees didn't try.
Employees will regularly ask for input in to these changes without the ability to see the big picture. Even so, a good manager will accept this input. However, the input is generally negative in nature and solve no problems. When a solution is presented, they fight it, even tough they were given input.
Managers that create this sort of environment need to step away. A manager that is willing to deal with this sort of culture and take steps toward changing it are valuable.
Most of the time, if you are questioning the changes, you are not giving it a real chance to succeed, even if its best for you and the company. Keep an open mind and give it a chance. Do your part. If it fails, it won't be because the employees didn't try.
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