How to deal with 4 types of bad bosses (or tell if you are one)
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How to deal with 4 types of bad bosses (or tell if you are one)
The old adage is true: You don’t quit a job, you quit a manager. If you like your work but not your boss, it can feel like a waste to leave, but hell to stay. Luckily not all is lost if you don’t like your boss. There are ways to manage your manager . But not all bad bosses are created equal , so different approaches might work, depending on your pain points. But what about if you are a manager yourself and are worried that you might be making some missteps that could make your employees leave ? Don’t worry, there’s hope for you, too.?
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BAD BOSS #1: THE MICROMANAGER
One of the bad boss behaviors that comes up most frequently is micromanagement. Autonomy is important for a lot of people, but especially comes up when managers feel the need to keep a closer eye on remote and hybrid employees. If your boss is micromanaging you there are a few ways you can deal with it. The best is to be tactfully direct. If you don’t already have a weekly check-in, suggest that. Work together to outline exactly what deliverables are expected on a short- and long-term basis and agree on what check-ins will make you both comfortable. Establish “open communication” times or expectations on when you’ll respond?if they tend to randomly call or message you a lot.? These same tools are useful if you are a manager; step back and think about what you really need to know. Understanding where the urge to micromanage is coming from can be the first step in curbing the behavior.
BAD BOSS #2: THE ABSENTEE MANAGER
One of the most frustrating scenarios is when your boss is generally MIA and doesn’t provide you with good feedback. A critical part of advancing in your career or getting a promotion is receiving feedback and when you don’t receive any you don’t know what to improve.
Luckily there are was ways to manage up and explicitly ask for feedback:
Are you an MIA manager? Even if you are very busy and pulled in a million directions, you should still make sure you are?providing feedback regularly—not just during annual performance reviews. It can mean the difference between keeping a good employee happy and having to spend more time finding their replacement.?
BAD BOSS #3: THE WITHHOLDER
The other side of the feedback coin is when a manager withholds negative feedback. While it can be difficult to give (and receive) negative feedback, one of the most valuable things a manager can do is preemptively share opportunities for improvement.?
Not only can this feedback help you grow, but it’s also always better to get feedback from your immediate boss before you potentially overlook a way in which you could be hurting your career, or before a potential weakness of yours is brought up to a boss who is higher up your organization’s leadership tree.?
Some of the best bosses are those who give concrete, clear, kind feedback and pair that feedback with opportunities to show improvement.?
BAD BOSS #4: THE TOXIC JERK
If your boss is toxic or disrespectful, this is a case where it’s likely for the best to look for another position, but that’s not always possible. Depending on the behavior you can identify their triggers, and preemptively prepare for them. For example if they give you vague instructions, yet expect you to know exactly what they want. You can ask them something like, “I know that it bothers you when you get a report that doesn’t analyze these things in detail. Can I run a few questions by you to make sure that I’m focusing on the right things?”?
However, if they are abusive or say or do things that cross the line, you can take your complaints to HR or their manager or ask about being transferred to a different team. (Remember, in those situations, it’s likely that you’ll end up wanting to look for a different job.) If you are a manager and you’ve found yourself yelling or losing your temper, having that awareness is an important first step. Also all managers should consider asking for feedback, but you need to do so carefully.?On an episode of the Fast Company podcast The New Way We Work titled “How to avoid inadvertently being a bad boss ,” author Diana Kander pointed out that direct reports aren’t likely to give their bosses honest feedback. She suggested instead regular anonymous 360 reviews where managers ask for suggestions on how they can better manage their blind spots. “You’ll never uncover a blind spot on your own. It takes feedback from others to help shine a light on this huge opportunity for growth and improvement,” she said.
Empowering SMEs in handling challenging conversations to strengthen employee relationships using my COMPASS model | DiSC Facilitator| Difficult Conversations Mentoring and Training | LinkedIn Top Voice
8 个月It is important to regularly review each manager's sick absence and retention figures as often this will tell you if something is potentially going on. Also, as a Senior Lead, we have a duty of care, alongside looking for continuous improvements, so carrying out go-and-sees will help you spot possible issues. I can recall being asked in the past to troubleshoot other teams to establish what was going on, and often, employees let their guard down when you sit with them for a few days.
Managing Director at Bayer Malaysia & Enabling Better Outcomes as DSO Coach
8 个月Not all bad bosses are created equal…
Independent worker
8 个月That type of management is bad for any business. It not only toxic to the work environment but also creates a permanent scar to great productive ( workers) employees.