In many organizations, managers are clueless. They don't appear to be managing anything let alone their own work. One will often find them in meetings, running around doing their personal chores outside of work, talking on the phone about things that are unrelated to work, and unapproachable to their employees. They will often act as a series of buffer placeholders in a role function to formulate red tape from the interaction of employees. When the organization performs poorly they will look to make a selection of employees redundant while maintaining their own jobs, even earning a bonus or a promotion for such an action. Invariably, most of their actions are counterproductive for teams as they almost always have a selfish personal game plan and are often seen instigating politics. They will interact with employees with an air of authority while having little to no practical skills in effective management. Even their personal performance reviews are purposefully planned to garner as much end of year bonus as possible away from employees. Currently, in organizations there is little to no accountability for managers. In some organizations, there are more managers allocated to teams compared to the actual employees doing the work making it highly inefficient and not very cost-effective. Considering the fact, that an organization is non-functional without its employees, perhaps the role of the manager needs to change or removed entirely towards a more flat structure of working practices. In most cases, a manager's role can be replaced by artificial intelligence. On other hand, perhaps the manager needs to be treated as a sub-ordinate to employees so as to enforce better management practices for teams that is more nurturing and approachable. And, rather than making hundreds and thousands of employees redundant over failure to meet business strategic goals, the responsibility should rest on the shoulders of the managers who are then sub-ordinates and accountable to those employees and the primary ownership team. In fact, such approaches might increase productivity, reduce turnover, higher job satisfaction, drive more creativity, more effective ownership of work, and provide options towards a better performing organization in its success factors. Managers in many organizations lack emotional intelligence, use politics to build self-centered relationships, lack the necessary self-management skills, lack basic self-awareness skills, lack basic common sense, are usually neither company fit, nor are they team fit, generally come with very poor technical skills, lack the necessary experience, and lack the necessary maturity to drive cohesive management in organizations.
