The head coach of the football team is usually held accountable for the poor performance of a football team, and the general manager should be held accountable for the poor performance of a company, and the department manager is responsible for the poor performance of a team.

Some growing enterprises usually do not pay attention to the comprehensive quality training of grass-roots management cadres, and promote cadres because they think that an employee has the ability to promote them, but they do not consider the professional training of the promoted personnel.

An employee is promoted to supervisor, but finds that he has no ability to lead the team, and even the glory of the past can no longer be seen, such a phenomenon appears in many growth companies, so the company must pay attention to the comprehensive quality training of grassroots cadres. At the same time, if the company wants to manage a team well, it also needs to eliminate these 7 types of negative energy managers.

Managers with procrastination habits are not strong enough to execute, and there is always a beginning and no end to doing things, which not only affects him, but also affects his department team. Qualified managers should be resolute, resolute and resolute, and pursue speed.

For example, Gree Company emphasizes that the work must pursue results and the mission must be achieved. In the pursuit of speed, the result is gradually perfected. Therefore, qualified managers should get rid of the habit of procrastination and train themselves to be vigorous and resolute.


Managers who do not take responsibility for themselves would rather not reuse because employees under such managers will not have a high sense of responsibility. In some growth companies, there is always a phenomenon of passing the buck between departments, and the problem is always pushed to other departments at the meeting, and the problem is difficult to solve quickly.

Li Ka-shing believes that the basic condition for judging a management cadre is that he is responsible. When he was an apprentice, he accidentally broke a clock, and he immediately admitted his mistake to his master, who reported the incident to the owner without saying anything about Li Ka-shing's problem, but rather saying that he was responsible.

Li Ka-shing was very grateful to Master, who told him, "The difference between a master and an apprentice is to be responsible", and he was deeply inspired to take this as one of his own ideas. Therefore, after he created his own business empire, he demanded responsibility on management cadres at all levels, which shows that people without a sense of responsibility are difficult to be reused.

Many managers do not know how to motivate employees in time, can not find the value of employees in time and are not good at praising employees, but the essence of management is to stimulate the power of people for good.

All management cadres of IBM in the United States must learn how to praise others. When former U.S. Secretary of State Hillary Clinton was a child, she saw a man in sloppy clothes on the street and pointed to him and said, "This person's clothes are so dirty." At this time her mother said to her: "It is an ability to appreciate others, and you see that his clothes are dirty but you don't see how warm the smile on his face is." Hillary Clinton's words were very useful to her mother, who was training her how to find the bright spots and the light of others.

It is very important to praise and discover the value of employees in a timely manner, and some indifferent leaders think that employees should do a good job and do not need to praise them, but without such things, the performance of the team may decline and the motivation of employees will be affected. Therefore, the unprofessional usually stares at the mistakes of employees and criticizes them destructively, but they know how to discover the value and contribution of employees in time and motivate them in time.


Some people as managers spend money in the company without restraint, and they think that since the money is not their own, they don't need to be so restrained.

The management cadres know how to use the company's budget rationally and even save costs for the company, and try not to spend money where it should not be spent.

An entrepreneur once said: "Whether a company is prosperous or not is related to whether the company is diligent and thrifty." "Thrifty companies are thriving, and on the contrary, extravagance will gradually degenerate, so it is very important for a company to overcome the habit of waste.


Corruption refers to the fact that some management cadres take advantage of their positions to receive improper benefits. It also refers to the leading cadres who require employees to do things in the system, but they do not set an example, treat others strictly, and treat themselves leniently.

Although the leading cadres did not harm the company's interests by doing so, it was an undesirable phenomenon of self-privilege. Therefore, corrupt people should be dealt with in a timely manner and the team should be cleaned up.


Unprofessional managers are usually small teams, without altruistic and win-win values, they will only protect the interests of their own small team, and even expand their small team into small groups.

Professional managers should consider the problem from the perspective of the company and make a big picture.


Proud and complacent people will always think that they are always right, they will not listen to other people's opinions, and they are usually self-contained and do not keep up with the times. Such complacencies will reach a bottleneck in their careers to a certain extent, and if they don't change in time, they can only stop there.

These 7 types of personality not only affect the growth of the management cadres themselves, but also affect the whole team. Therefore, instead of firing junior employees, the company should fire one of the above-mentioned department managers.