Do you have a difficult boss?

Unhappy. Demotivated. Frustrated. Negative– Dealing with a difficult boss? Sympathies. Dealing with a problematic boss can make you feel dejected, unhappy and undervalued thinking you should start looking for something new. But before you start planning for a change and your exit route, it is sensible to think how you can understand the personality trait of your boss and how can you manage him with his flaws and shortcomings, for your never know you find another difficult one in a new job.

Though, difficult or bad bosses can of different categories, I have highlighted 6 of them and given some tips to manage them...

#1. Tyrant = A Hunter Boss

These are bosses who are thought controllers, will embarrass you verbally, shout and pass sarcastic remarks at you in front of others. Intimidate you by threatening you to fire from your job to demonstrate his authority and control. A control maniac who targets on employees flaws and questions on working habits and can blame or penalise you for the failures and problems at work.

• Do not confront him in front of others but in isolation. In case there is a difference of opinion, fix up a meeting and discuss your view points and ideas.
• Elucidate him how his insolent behaviour is impacting your work and productivity
• Do not lose your composure even if he is abusive or offensive. Never start a verbal duel or walk out of his cabin.
• Do not criticise his orders and directions instead seek his suggestion and recommendation if he is criticizing and complaining about your work

#2. Clued Out = Hopeless Boss

These incompetent bosses lack a sense of authority and take least interest in the functioning of the organisation. They delegate responsibility and are not competitive in nature. Pleasant and relaxed they look composed through most situations. They lack commitment towards their work, people and also lack valour to confront others. They are low achievers who are demotivated and lack intellectual judgement to handle their job. They are dependant, naive and are least affected by rewards and recognition.

• Learn to adjust in the environment, may be your boss’s incompetence/clueless nature could be a blessing
• Build trust and healthy relationships with your peers and subordinates. Those relationships will help you to connect better with each other when the going gets tough and weird
• Discover his weaker areas and support him. Involve him and seek his opinion on all the important decisions

#3. The Hub and Spoke = Decision Maker Boss

The agenda boss who is the hub of all the communication, his team meetings are mostly superficial and the communication or interaction is between senior manager and “each” individual in the meeting. “Hub boss” is the key decision maker and in his absence, no decisions get made at all. The “spokes” fall apart in case of a replacement of a “hub” boss. There is nothing to grip them together and fall into pieces. It can hamper company’s performance where the “hub” is a senior member of the organisation.

• The “spokes” should work together as a “team” and should take an extra effort to work along with each other as a “group”
• Each one of the “spoke” should have a sense of “ownership” for each their work processes
• Ensure a “two- way” communication between the “hub” and the “spoke”. Both of them should be well informed of the work assigned and the mission involved
• Active involvement of each one of the “spoke” in team meetings and equal responsibility of decision making process
• Assign a “spokesperson” amongst the to interact directly with the hub for communication.

#4. The Traditional = Outdated Boss

The boss from a different generation who is unlikely to change. He works according to the old school methods and at times they work well. These type of bosses will seldom accept change and new ways of working. They bring along strong work ethics and for them there is no short cut to success and victory. Such bosses respect authority and very loyal to their employers. They highly value moral values, security, respect and conformity.

• Always remember “Patience is a virtue” and will work the best with them. Treat them with respect they deserve
• Occasionally introduce them to the new ways and methods of doing work
• Freedom has to be earned , win their expectations by adapting their work style and build a relationship with them
• Familiarize them with latest technology and communication but give them time to learn and get acquainted with it

#5. The Insecure = Perfectionist Boss

These micromanager bosses create a mountain out of a mole hill. Rarely will praise someone else work no matter how well the employee performs or what others say. He is always endangered by his peers strengths and smartness. Constantly and regularly finding out ways of self-praising and undermine others work with power games. A “perfectionist” will always take the credit / pleasure for team successes and achievements. Highly indecisive in his behaviour, a control freak will always have trust issues with his teams and peers.

• Do not outshine your boss publicly. Never challenge his feelings of uncertainty and insecurity in front of others
• Look for opportunities to praise him publicly for his achievements , accomplishments, sound decisions and positive behaviour
• Do not participate in frequent discussions/ gossip with your colleagues in which you share your negative views , thoughts , criticism and frustrations concerning your boss
• Understand the hierarchical relationships in the organisation and never deal directly with his boss questioning his authority
• Praise him for his guidance and leadership and link your success with the boss

#6. The Sanguine = Happy go lucky boss

This boss is likeable enough by all, a charmer, a friend and easy to work with everybody in the organisation. There is always a positive and friendly environment around him. They manage and maintain a very positive relationship with their employees. The Sanguine boss will avoid conflict with others and at times becomes overly dramatic. They are easy going and patient and considerate about other’s feelings. They have a “soft-corner” for everyone in the organisation.

• Ensure and request for a feedback from him at regular intervals. Healthy and professional criticism is also acceptable
• Get a clarity on boss’s expectations on the work
• Request for his inputs and recommendations
• Maintain a balanced and professional relationship with the boss
• Praise him for his accomplishments as he is concerned with your opinion about him

Hope you liked the post. If there some more categories of difficult bosses... do share and leave a comment.