God, why does no one want to manage anymore? You see what I did there? It’s a tongue in cheek subversion of the popular wHy doEs No oNe wAnT tO woRk anYmOrE trope.
But seriously, I keep running into flippant little job adverts saying: “must be self-directed,” “comfortable managing up,” and “if you need your hand held this is not the job for you” lol. Okay okay already. Why so serious? I’ve sat in on job interviews with hiring managers eager for me to tell them all about how I already meet 100% of the job requirements and how I’m ready to hit the ground running.
“I am not a micromanager,” they say proudly. Beaming even. “I tell you what needs to be done and I expect you to go out there and get it done.” First off congrats! And not in the totally sarcastic way. I mean you made it to mid-level and managed to not micromanage others. That’s a huge accomplishment. I think most folks would appreciate not having their projects slowed by every little bureaucratic checkpoint and roadblock. Mindless meetings and an endless loop of constant check-ins for consensus building.
And I agree that some healthy level of intrinsic motivation is necessary to take pride in one’s work. As is having career or personal objectives.
But on the other hand, while it’s good to be outcome-focused, surely some guidance is still necessary. Job candidates cannot be expected to both meet 100% of the requirements and figure everything out on their own. If they already have the necessary knowledge and skill set to meet all requirements and act independently, then technically they would be ready for a higher position. Not entry level, and certainly not a mere lateral move.
In my view, there’s got to be something somewhere in between disempowered micromanaging and detached directives sent down from above with no boots on the ground leadership. I mean, a good leader should be able to …well…lead. I thought that went without saying.
It’s hard not to conjure images of the nostalgic past. those 25 plus year retirement parties, gold watches, unbreakable bonds between employees and their managers. Personally, I know some folks who stayed for decades in their place of employment simply because of the bonds they shared with colleagues, and mentors. So strong were their bonds that bosses would sometimes take employees with them when they left the company.
So, when did it become taboo for a manager to guide and mentor employees along in their journey of self-discovery and professional mastery? Every job these days is looking for an intrinsically motivated, self-directed starter, with a growth mindset and an entrepreneurial spirit. Yet their expectations are skewed.
Babe, people like that are not satisfied with the status quo. They are movers and shakers. They take life by the horns and they go after what they want. They seek proper pay for their efforts and they go where they are valued, respected, and able to make an impact. I’m not sure how you can develop a strong sense of loyalty to a manager or workplace that believes that just telling people what to do and having them do it is all that’s required for a successful working relationship between a manager and their direct reports.
If you think like that why not get a robot? Oh…wait…no…let me lower my voice before the technocrats hear.
But seriously, we don’t talk about this enough. How so many companies these days are simply refusing to train new hires. Company loyalty is dead and companies killed it. Want to be compensated for acquiring new skills and taking on more responsibility? Good luck with that! You’re better off changing jobs.
Want to join a company that invests in its employees and looks out for their professional development? Think again! Most hiring teams have their eyes on those rock star, unicorn candidates who have already held the exact same job title—that way there’ll be little to no need to train them or offer any meaningful support.
If a manager’s job isn’t to manage and direct, then is it time for us to start asking why our companies follow hierarchical governance structures in the first place? Should we just focus on lateral, collaborative work environments without the subordinate/superior dynamic?
If everyone must be out for their own professional interests, and find their own way, then should we all just be entrepreneurs? Because honestly, that’s the message I think a lot of young people have internalized. They are not making economic gains in the workforce, they are interning full time for pennies, they are taking on the work of multiple people, and they are having to take on side hustles outside or alongside normal operating hours.
They are watching attractive social media models, professional gamers, family bloggers, and kids playing with toys achieve massive wealth and recognition with what looks like relative ease. And they are going back to their corporate jobs, where they are easily replaceable, barely able to climb the latter, and treated as a cog in a wheel. These are the stories I’m hearing.
It’s kind of strange. Living in this new age. What faith do the young people have that working hard and steady will ever pay off for them? At the same time the folks they would naturally look up to think they’re spoiled, entitled, and worthless. Oh.
Now how does that work?
What happened to managers seeing something good in you? A skill or a gift to be nurtured. A realistic and achievable path forward. Something you may not have thought of before. Of course, productivity and profits are the pinnacle of success in business. I do get that.
But all I’m saying…I mean I guess I’m just calling for an attitude check on all levels. Whatever you do, please stop speaking negatively about the young generation and how inherently lost you think they are. If it’s a question of values, well then help them find the way. And if it’s a question of skill, then train them up.
That’s my new rule. You’re not allowed to complain about the younger generation if you’re not actively committed to teaching, loving, inspiring, guiding, mentoring, leading, and directing. Please! I mean that sincerely.
And I’m speaking specifically to the latch key generation now, who did everything for themselves, and stumbled in the dark to try and find their own way forward. Because it taught you strength and personal responsibility, maybe it didn’t occur to you that it wasn’t normal.
Masters have always educated their apprentices. I see nothing wrong with that. I hope we don’t become so hardened by our own trials that we forget these basic truths–or, worse yet–that we actively take pleasure in the dog eat dog, sink or swim mentality. Some folks require a different approach.
All I’m saying is you never know what good you could bring out of someone when you motivate and uplift them and speak positivity over their life. I am looking forward to the next generation. What art they will create. What causes they will champion. What care they will bring. What attention they will give towards community enrichment and large-scale positive change in the workplace.
They are optimistic, they are deeply empathic, they want the world to be a better place. Instead of shouting them down and ordering them to figure it out on their own, we need to find a way to help them.
The Color Cubicle 