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re: Why do new managers always come in and want to change everything?
Posted on 2/12/24 at 7:31 am to Gravitiger
Posted on 2/12/24 at 7:31 am to Gravitiger
quote:
Why haven't you moved up?
Not everyone wants to be a glorified babysitter.
1
Posted on 2/12/24 at 7:37 am to bad93ex
That is worth reading to understand the change it because. mindset. IMHO.
Posted on 2/12/24 at 7:41 am to RoosterCogburn585
Depends why the new manager is there. If the old manager got promoted, the new one should spend at least three months doing mostly status quo before making any sweeping changes.
I'm middle management, and I generally try to not rock the boat with new stuff all at once, but I'll walk that fine line between keeping employees happy but getting the work product in a way I can best review it. I have had some less experienced employees lately, so it's been a struggle to get out of the weeds without setting stricter processes.
I'm middle management, and I generally try to not rock the boat with new stuff all at once, but I'll walk that fine line between keeping employees happy but getting the work product in a way I can best review it. I have had some less experienced employees lately, so it's been a struggle to get out of the weeds without setting stricter processes.
This post was edited on 2/12/24 at 7:44 am
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."
Posted on 2/12/24 at 8:03 am to dbeck
quote:
Not everyone wants to be a glorified babysitter.
Only bitter losers say shite like this
Posted on 2/12/24 at 8:04 am to RoosterCogburn585
Because they had to sell something on their garbage 30-60-90 day plan
Posted on 2/12/24 at 8:21 am to TDsngumbo
quote:
If they brought in a new manager, the old way of doing things wasnt getting the job done. YOU adapt or leave.
How do you know thenold manager wasn't promoted or retired or took another job?
Posted on 2/12/24 at 8:34 am to RoosterCogburn585
If I hired a manager it’s because I terminated one which means what ever the latter was doing wasn’t working. If the new manager didn’t change something, we’d split before 90 days.
Posted on 2/12/24 at 8:35 am to RoosterCogburn585
Ego
ETA: People don’t leave jobs, they leave managers
ETA: People don’t leave jobs, they leave managers
This post was edited on 2/12/24 at 8:36 am
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.
Posted on 2/12/24 at 8:37 am to go_tigres
quote:
I hired a manager it’s because I terminated one which means what ever the latter was doing wasn’t working. If the new manager didn’t change something, we’d split before 90 days.
Maybe the manager quit because his boss is a dick.
Posted on 2/12/24 at 8:39 am to Scuttle But
quote:
quote:
I hired a manager it’s because I terminated one which means what ever the latter was doing wasn’t working. If the new manager didn’t change something, we’d split before 90 days.
Maybe the manager quit because his boss is a dick.
Your quote says he fired one. So, no.
Posted on 2/12/24 at 8:46 am to Scuttle But
quote:
Maybe the manager quit because his boss is a dick.
Perhaps. If so he was soft as Charmin and would have been replaced at some point anyway. Did I step on your feelings boy?
Posted on 2/12/24 at 9:05 am to RoosterCogburn585
quote:
Seems like the vast majority want to put their stamp on stuff and not maintain the status quo....
You are correct when referring to a manager, as in someone without skin in the game.
When talking about a skin in the game owner it's because virtually nothing about the previous system worked as designed and produced as expected, often for reasons that the previous manager could control or predict.
Workers without skin in the game see everything through a different lens than the guy with something and sometimes everything to lose.
Posted on 2/12/24 at 9:20 am to The Torch
quote:
So they can get a pat on the head.
We have had 4 new ones in 10 years, they always have all these great ideas which cause more problems than good then eventually fail.
Then we go back to doing things the way we always did
I would posit that an organization who is still doing things the way they did 10 years ago is probably mired in mediocrity at best. The only reason not to try to improve is if you have attained perfection....unlikely in human experience.
Posted on 2/12/24 at 9:27 am to RoosterCogburn585
quote:
Why do new managers always come in and want to change everything
Because shite canning the last guy’s stuff makes him look bad and you get credit for anything you do that looks good. And if you fail at first, you blame the last guy for leaving you poor material to work with.
SOP for studio heads in Hollywood, as any regime change tends to see all projects supported by the last guy dumped in theaters to bomb.
Posted on 2/12/24 at 9:29 am to RoosterCogburn585
quote:
Why do new managers always come in and want to change everything?
It’s actually the sign of an immature/new manager. The correct management style is to come in and see how everything is run. Then make tweaks to the process starting with critical issues first.
If you come in and immediately change everything you will never gain the confidence of your subordinates.
Posted on 2/12/24 at 9:42 am to RoosterCogburn585
Because its the lowest hanging fruit in large bureaucratic organizations, corporations etc to get leadership resume bullet points to move up the ladder.
Redo some process, reorganize teams, etc. Its easier to measure and implement outputs than outcomes.
Redo some process, reorganize teams, etc. Its easier to measure and implement outputs than outcomes.
Posted on 2/12/24 at 10:20 am to RoosterCogburn585
I was just moved to manage a location because of my previous track record of making improvements. And the previous management sucked.
Posted on 2/12/24 at 10:20 am to RoosterCogburn585
I’ve seen way too many times a manager take a well oiled machine and run it into the ground by making unnecessary changes. Sometimes managers feel like if they don’t change anything they aren’t doing their job, even if things were working well.
There’s pretty much a cycle that repeats itself with every new manager where by the end of their tenure they finally catch on and things go back to how they were when they were going well, then we get a new manager and they have to go through the whole process again of learning what works, but in the meantime they have to put their stamp on everything. Sometimes it’s the result of inexperience, sometimes it’s the result of misguided ambition and ego.
There’s pretty much a cycle that repeats itself with every new manager where by the end of their tenure they finally catch on and things go back to how they were when they were going well, then we get a new manager and they have to go through the whole process again of learning what works, but in the meantime they have to put their stamp on everything. Sometimes it’s the result of inexperience, sometimes it’s the result of misguided ambition and ego.
This post was edited on 2/12/24 at 10:22 am
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