Canadian HR Reporter recently interviewed Montana Consulting Group Founder George Raine about why many organizations unintentionally reinforce poor management (and how to fix it), as well as how to address recurring employee issues without creating resentment.
By Jim Wilson, Canada Senior Writer, HR and Safety
“HR’s role is not to be the referee or the mediator.”
“To a large extent, how much people are willing to give of themselves is a function of the respect and trust they have in the manager.”
So says George Raine, founding director of Montana Consulting Group — and effective people management is key to that.
In talking with Canadian HR Reporter, Raine raised the issue of poor management and how it impacts workplaces.
For one thing, it affects workers’ relationship with their manager, he says, as employees can lose a feeling of respect and trust towards their manager if they are not supported well.
However, the consequences of ineffective management extend beyond individual performance, Raine warns.
“There’ll be a few people who may make bad choices, who don’t care, don’t want to work, don’t do the right thing. If my manager ignores that, the whole team starts to come down.”
Poor leadership fosters disengagement, high turnover, and toxic workplace cultures, he says.
Many people leaders are considering leaving their current employer, according to a previous report.