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Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.

I have said before that I don't enjoy being a manager. I have a vision and I want people to get on board and keep up with me. Realizing I don't like managing employees and building my recruiting business to follow suit took time and self-realization.

But, some people never figure this out – or worse, they actively are a bad manager. Bad managers make the work environment intolerable, they upset employees and they could end up costing you a lot of business.

If you aren't aware of just how much a poor manager can cost you, read on!

The Real Cost Of Keeping A Bad Manager

Morale

Morale is a huge factor in business success. Happy employees typically work harder, are more innovative and achieve better results. Unhappy employees stagnate, self-destruct and usually leave.

Fixing a morale issue is infinitely harder than preventing it in the first place. Some companies really never recover or have to go through massive amounts of turnover until they get to a positive place again.

Attendance

Employees who aren't engaged and happy tend to take more days off work. It might be because they truly need a mental health day, or they could be off interviewing with your competition. Absenteeism costs you in missed opportunities, sick wages and possibly temporary staffing costs.

As a side effect, absenteeism causes even more poor employee morale because other employees have to pick up the slack.

Customer Experience

Poor managers don't just upset or let down staff. They could directly or indirectly cause poor customer experiences.

Indirectly, bad management affects customer service by the decisions they make. It could be by not keeping promises or making frequent changes. They could tie employees hands regarding decisions or cause them to treat customers poorly.

Customers can smell bad management so don't assume your issues are in-house and under wraps. Or they'll hear about it from former employees or your competition.

Growth And Innovation

Employees want the ability to grow and learn and have career opportunities. In companies with poor management, employees stop striving for those things. If every day is a struggle just to stay at work, you don't care about expanding your skills.

When employees stop trying, they stop innovating as well. So, you'll lose out on opportunities for employees to spot and solve issues.

And, employees may actively avoid looking for career moves if means they'll have more interactions with a manager that is disliked and ineffective.

Business Efficiency

A good manager makes employees rise up and perform to their top capabilities. Employees will have pride and care about their work and the work environment. They will probably take better care of work tools and equipment, keep their area clean and have a better eye for safety.

Employees who don't feel like they are heard or appreciated become apathetic and stop caring. When that happens, you can see where this leads. Your production and success rate drops. Employees stop caring about customers and hitting quotas and may stop caring about their office areas and the business in general.

Poor management causes reduced profits and increased costs. It's imperative you don't let a bad manager continue unchecked until your business and employees are in ruins.

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The Building Gurus Difference

You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.

Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:

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TRADE JOURNALS

Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.

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NATIONAL NEWS + MEDIA

Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.

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ASSOCIATIONS + CONFERENCES

Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.

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CONTENT MARKETING

We share helpful articles, videos, and audios about how to hire, how to get hired, and how to get better results to over 100,000 building product professionals every month.

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VALUE FIRST APPROACH

We reach out to targeted building products leaders every single day to introduce our company and see how we can help their career. This value first approach means when we reach out about your opportunity they are much more likely to respond positively.

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LONGEVITY + INTEGRITY

We’ve been building relationships with building products professionals since 2001. We believe being real and communicating frequently is the key to powerful partnership. Our clients agree, which is why we have an over 96% client retention rate.

Learn How Building Gurus Can Help Solve Your Hiring Challenges

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Stop letting scarcity make you settle. Less than 1% of 1% of the professionals and executives on LinkedIn have the building products experience you need – learn how we go beyond posting and praying and LinkedIn to find and connect with best-in-class building products sales reps, managers, emerging leaders and executives.

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Be confident and in control.  Learn how our 4-stage Recruiting Blueprint search process can help you feel confident that we will find, engage, and qualify the talent you need.  You'll feel in control and in the know with our frequent communication and updates.   Best of all, you'll be interviewing qualified candidates in just weeks.

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