Characteristics of a not so talented manager |
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Not everyone is a born manager, nor should they be. Today, status is more important than ever; not only in the career field, but also on a personal level. Everyone is constantly developing and working on themselves. At least, so it seems. Showing the best of yourself has become a lot easier with the advent of all social media channels.

The pressure to perform is therefore extremely high, and not everyone benefits from this. Certainly not the manager who is actually not in the right place or who has never had the time to develop his/her leadership techniques. When are you a good manager? This question is difficult to answer and will be different for everyone. However, one quality that a good manager always needs is to be able to self-reflect and act on the points for improvement.

Recognising that you are not perfect is the key to success!

Do you have doubts about your leadership or do you just want to know more about different pitfalls? We have listed them for you.


The biggest risk of an arrogant manager is that he is not or hardly open to feedback. Employees will feel subordinate more quickly and will not dare raise issues because the manager has the power over their opportunities and promotions.

Too friendly

Actually, 'too' is never a good sign, things must be balanced. Of course it is of great importance that a manager is friendly to his/her staff. However, this should not cause a manager to lose the ability to manage his/her team. The more amicable the relationship is with an employee, the harder it is to call him/her to account.

Always critical

It is never good enough''. This is one of the biggest problems in management today. It always has to be better, smarter, prettier, faster. But look at yourself; if all you hear is that it's not good enough, does that motivate you? No, we don't think so. Of course, you can always give feedback, but do so in a respectful way and especially mention the things that are good.

Blaming others

Many managers find it difficult to admit that things could/should have been better. Shifting the blame is therefore something that happens all too often. And that is precisely the responsibility that you have as a manager: YOU are responsible. If mistakes are made, whether it is your fault or not, it is your responsibility. That's why they pay you the big bucks.


Micromanagement is not only extremely inefficient, it also shows a lack of trust in your team. Does your team feel that you do not fully trust them? Then they will not come up with new ideas and improvements quickly.

Unclear instructions

We can't read minds, that's terrible, we know. Unclear instructions lead to two things: employees who have no idea what to do and a manager who does not get what he, in his opinion, asked for. Make sure you are clear in your instructions, give sufficient background information and are open to questions. Yes, even when you are busy.


Are you about to hire a new manager and do you want to know whether he or she has the right qualities? Then read our blog about competency based interviewing!

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