"I have an experienced manager who dislikes some employees based on his own personal feelings rather than on the employees’ technical expertise, good performance and loyalty to the organization. His decisions are affecting the success of his department. Is it better to keep an experienced manager or to let him go?

November 18 2008 - Syracuse Post Standard

Tracy:
This situation can occur in many organizations, not just businesses. A person who becomes too comfortable in their role can make poor judgments that affect their department’s record of success. If the department has had a track record of dedicated members quitting the team, a poor performance record, and personal reputation issues, the manager must be held responsible for his actions. It is up to you as leader to address this issue immediately.
Call a meeting with your manager. Review recent decisions he has made and his reasons for them. Correct him if he is using poor judgment. Set expectations for future behavior and measurements of success. Monitor his actions more closely and listen for complaints. If his track record doesn’t improve, let him go. It sounds like he is replaceable.
Remember managers who are given the power to make decisions that affect other individuals shouldn’t make decision based on personal feelings. One person’s poor judgment can send ripple effects into the community and put the entire organization’s reputation in jeopardy.


Theresa:
As owners we develop trust within our staff before putting them into key management positions. Utilize the relationship you've built and have an open dialogue as to why this manager has such strong feelings regarding his subordinates. His feelings may have real merit.
If this is someone that has worked within your company for an extended length of time, he most likely has relationships with your customers, other management and yourself. I don't believe the answer is as cut and dry as deciding whether or not to let him go.
Bringing in a mediator or other outside professional to help improve working relationships is an option. You may also want to bring in another department manager to sit in on discussions to provide additional perspective. The bottom line is 'business' and you must first and foremost protect your company. As a last resort, you may indeed need to let your manager go.

Julie:
Just because a manager is experienced doesn’t mean that keeping him is in the best interests of your business, particularly if they aren’t able to put their personal feelings aside. The morale of the department is sure to suffer if the employees feel that that the manager is out to get them or doesn’t appreciate their efforts just because of personal reasons. Obviously having a frank discussion with your manager is in order; he might not even be aware of how much his personal feelings are affecting the other employees. If you feel that the situation is salvageable, you could look into enrolling him in some personal development courses. It just might help polish his people skills and give him some fresh perspective. After all, being a good manager is first and foremost about being able to effectively deal with a wide variety of personalities. .