Post pandemic and the Great Resignation people are even more likely
to turn down the opportunity of a management/senior management post
because of inadequate resources , unrealistic targets and relentless pressure.
I asked someone I managed if they had thought about applying for
a management vacancy that was currently being advertised. No they
said. I asked why not since they had the experience and qualifications
plus they had a reputation as someone who was very effective in
building up positive relations both internally and externally. Exactly
what those making the appointment we looking for. Not for the first
time I heard the phrase, “ I don’t want the hassle”.
No doubt it will be considered a controversial statement but in
my opinion the standard of management within most organisations is
poor and despite the popularity of MBA’s as an essential requirement
and the best efforts of HR there is little evidence that standards are
likely to improve. The reason is that all too often the wrong people
get appointed. One reason for this is that the people who would make
the best managers and senior managers don’t apply. The reason, a macho
management, risk adverse, conformists, blame culture with inadequate
resources, and unrealistic targets, in which employees are assumed to
be the problem not the solution. Frequently summarised as too much hassle.
It’s a mistake to dismiss individuals who express these concerns
as unambitious. In my experience they know they have a lot to give ,
willingly take on responsibilities above their pay grade and put
themselves forward for working groups and corporate projects. They
don’t lack confidence in their own abilities , they know they could do
a good job. They just lack confidence in the person who would be their
line manager/ senior management/ the organisation.
As a mentor I want to encourage these individuals, to convince
them that they can change things by getting appointed. Maybe there is
a net work of people in a similar position inside or outside the
organisation I can put them in touch with. Because they will need
support. They would benefit from on going mentoring. I would also
recommend getting HR to fund joining a management peer group learning
set in their locality or area of business/speciality.
If organisations are serious about improving the quality of
management they need to convince people they can make a difference,
people who are currently put off applying because they think the job
just isn’t worth the hassle.
Blair Mcpherson former Director author and blogger www.blairmcpherson.co.uk