In this episode of the "Chronicles from a Caribbean Cubicle" podcast, Francis Wade reads his Jamaica Gleaner article about recognizing early warning signs of a bad manager during a probationary period. He argues that employees often leave bad managers rather than companies and that a probationary period offers a unique chance to evaluate a supervisor’s competence. Wade outlines three red‑flag behaviors to watch for: (1) managers who prioritize being liked over principles, (2) managers obsessed with looking good and using others to boost their ego, and (3) managers who avoid taking ownership or apologizing for mistakes. He explains how each behavior manifests, why it predicts future mistreatment, and offers practical advice for new hires—stay if the manager shows accountability, quit if the other red flags dominate. The episode ends with a call to action for listeners to consult Wade’s consulting blog for further business‑strategy help.
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Hello and welcome back to Chronicles from a Caribbean Cubicle podcast. This is Francis Wade and here's an article I wrote for the Jamaica Gleaner entitled Signs of an Unhealthy Probation. Years ago, I mistakenly worked for someone I shouldn't have. Since then, I have wondered, could I have foreseen what transpired? Were there early warning signs I overlooked? Abundant research shows that employees don't leave companies, they leave bad managers. We need look no further than the outgoing White House with its record-high turnover to see an outstanding example. Many high-profile staffers leave and have left amidst a storm of tweeted insults. I had a manager who did the same, publicly badmouthing me to others long after we parted ways. Since then, I have scoured my memory to determine what the predictors of a bad relationship with a boss might be. After all, if I could see them happening in real time, I could confront them, knowing that they never go away by themselves. Anyone who is considering a new position can do the same. For most jobs, companies offer a probationary period to test an employee's suitability. In their eagerness to please, Few new hires consciously realize it's also a unique opportunity to ask, "Are there early warning signs of an incompetent manager who will eventually make my life miserable?" While these aren't easy to pick up, here are 3 red flags you should look for on your next assignment or position. Number 1: Being liked. Arguably, it's a natural desire to want to be liked. Well, becoming a competent manager involves outgrowing this everyday tendency. Over time, good managers learn to place the welfare of others and the mission of the company above their own need to be accepted. In this context, a probationary period is a chance to see what your manager does under stressful conditions. Will they stick to principles or give in to the weakness to say and do things which are popular or avoid getting themselves into trouble? All in order to be liked. If you witness your manager throwing people under the bus, i.e., blaming others in order to be liked or accepted, watch out. It's safe to assume that the worst treatment meted out to others will one day be directed at you. But this doesn't mean that your manager is a bad person. They may be very well-intentioned and completely clueless. Your task in this phase is to uncover the raw truth about their competence and act accordingly, setting aside any wishful thinking so you can take decisive action. 2. Looking good. Another faulty behavior to watch out for are those intended to make a manager look good at all costs. There are many variants of the theme. Some focus on physical objects such as their clothing, cars, and houses. Others try to show off using their kids or spouse. A few lord their intellectual or artistic achievements. It all amounts to a relentless campaign to compete with, defeat, and dominate those around them. As a new employee, if your manager uses you as a tool to further his or her ego-based objective, it's corrosive. Why? The moment will eventually come when you make a mistake. If your manager's reaction under pressure seems bombastic, i.e., out of proportion, he or she may be putting the welfare of others in the back seat. Instead, their efforts to avoid looking bad include a tendency to abuse others. 3. Not stepping up as the owner. As a new employee, perhaps the most difficult but important trait to detect in your manager surrounds taking responsibility. It's a skill many managers struggle with, finding it to be unnatural. After all, it flies in the face of self-protective human behavior, which is so essential to our basic survival. In fact, holding oneself publicly accountable equates to putting oneself in harm's way, at risk. The act of doing so on a continuous basis is the very definition of a capable manager. Yet it remains a tricky behavior for employees to flag, especially early in their careers. Here's a useful shortcut: observe if your manager apologizes sufficiently when he or she makes a mistake. You'll be able to know by measuring the degree to which the apology restores the trust and goodwill that existed before the error was made. In fact, if you work for a manager who publicly apologizes for a mistake you, not him or her, made, pay attention. Their resistance to the temptation to hang you out to dry may indicate that you have a true winner. This positive warning sign may indicate that you shouldn't leave. However, if all you can sense are the other incompetencies listed above, consider your probation a success. You have detected a manager. You should consider quitting. Thanks for listening. Do you have an unsolved problem in your Caribbean company related to strategy, productivity, engagement, or business process improvement? Just visit a searchable listing of all my prior articles and you may be able to help yourself to a fresh line of thinking. Go to blog.fwconsulting.com or see the show notes.
