Definition of Frustration: Earning a MBA while being told you are “Not Qualified to Manage!”


Not qualified to manage!!!

I look out from my desk into my work floor which holds about 80 employees, each of who should be spending the majority of their day, on the phone, resolving files, speaking to their clients, and to others within the organization, but what do I hear?

Nothing.

Well, not entirely true.

The guy beside me is rambling some nonsense on the phone to his client, who, if it was me, would have hung up 15 minutes ago.

But the rest of the floor?

Quiet. Silent. On break, sleeping, or worse.

How could this happen? Day after day. Doesn’t anyone care?  Where are the managers?  Is there any leadership in this place?

As far as I can tell there is one manager on the floor and all I hear is the clicking of his keyboard every now and then.  He must be either emailing his smoking buddy to arrange the next butt-trip, or he’s bored out of his mind and is working his team’s accounts.

Great job. No one motivates the staff to work, or promotes the team concept to work for each other and for the greater cause. But why should they? Budgets and targets are set by managers, and their managers, so guess who gets the rewards for making these targets? The managers. They get bonuses. The employees?  Nothing. Which is probably why I only hear 3 voices during an average day – mine, my clients and my team leader, when I go over to bug him about a clients and to get support, or update him on the discussions.

So what would it take to make people motivated?  In my honest opinion… Fire half of them. Or, ask staff where they want to be and put them there.  To motivate me?  Finally promote me to a manager, or group manager,  8 years ago I wanted to be a Team Leader.  5 years ago I was ready to manage.  Now… I think strategically and I am ready for more.  Sadly, I work in am environment – government – that rewards smoking buddies over brains.  I work in an environment where a warped perception of “employment equity” guidelines are taken a little too seriously.

Sure, the senior management team is predominantly older white males, but why then should every position under that be given to anyone and everyone EXCEPT white males?? I’m not asking for that senior a management position. If it’s such a problem, move some qualified people into senior positions. Don’t by pass qualified staff with unqualified people who are not suitable to manage. That’s what happens here and the long-term prognosis is not good at all, as the future management group will be diverse but certainly not good at what they do, not good at leading and motivating their staff.

As far as I am concerned, there is one almost-qualified manager in this division which boasts 14 managers.  This guy gets it. He knows when to put the pressure on, and he expects results from his staff.  I’d love to work for this guy.  My stats (already phenomenal) would go through the roof – which might be why we are not working together.

Now getting back to employment equity, I know there is a big discussion going on about the merit of this program, and I can make an argument for both sides of the debate, but in my specific work environment, I think they need to resort to the old street hockey mentality… Throw all the sticks in the middle of the street. Pick 2 captains and let them pull sticks at random to form their teams. There are some guys and gals here who are not at the level needed to be considered for managerial positions, but having dealt with them and witnessed their skills and abilities, they are way more qualified to manage here than 90% of the people that do manage here. Of all races, religions, colours and creeds. I say give them a shot and if they fail, give them time to learn and give them another shot. Staff know who would make good managers and who suck.

Those that tried and failed should be demoted.  Why keep someone there who is not qualified or good at the job.  Most staff are more concerned about the direction the organization is moving in then the current crop (crap) of team leaders anyways.

Sorry. If you don’t like it, you can quit. 🙂

As for senior managers, I strongly believe that there should be some strict criteria needed, possible a graduate degree in business.  No MBA’s, or real-world experience, then no managerial job. Leadership begins at the top, and goes down.

I believe some of the main reasons why I’m not managing are; I’m a great worker, my peers respect me, I think strategically, I don’t smoke, and I am a people person.

My employer tells me those qualities are not welcomed in a leader in the government!  Smoke break anyone?

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