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How to Manage an Unmanageable Boss
Imagine this scenario:
You spent months looking for a job in your field, sent out hundreds of
resumes and attended countless interviews. After the painstaking
self-promotion, soul searching and follow up, you finally got a job that
fit your goals and objectives. Now, after a month with the company, you
find that your manager is just not up to par.
This situation is not uncommon. In
a survey by a Denver-based executive coaching firm, 67 percent of
respondents said their company does not deserve their loyalty, due to
"lousy manager syndrome." Some employees must work for
supervisors who micromanage, disregard feedback, set employees up to
fail, or use intimidation as a management tool. While dealing with these
issues can be frustrating, don't let them get you down. There are some
steps you can take to make the situation better.
Try Talking
- If you have consistent problems with your boss, sit down with him or
her and have an honest conversation about your working relationship.
Sometimes, problems between individuals are cases of misunderstanding or
different communication styles. Make notes prior to your meeting and
bring up your concerns respectfully. Be careful not to attack or point
fingers, however, as these actions could put your supervisor on the
defensive.
Keep Written Records
- If there is one thing every employee should learn, it's the importance
of keeping records. Written records of achievements, complaints, or
concerns carry more weight than "he said, she said"
statements. Keep notes about incidents you have faced. Hold on to
projects you have successfully completed and praise received from others
in the company. If you talk to your boss, make a note of the meeting and
its outcomes. In an article in the Washington Business Journal, Howard
Eisner writes, "Many bosses will pay attention to something that's
on paper because it then becomes part of the official record."
However, an email to a friend or coworker complaining about your boss
does not count as a written record. Always make sure you are
professional.
Talk to Human Resources or Your
Boss's Supervisor - Sometimes it is best to find a third-party to step
in and mediate a difficult situation. In most companies, this third
party should be your human resources department. Talk to a human
resources manager and openly discuss your concerns. However, make your
meeting as professional as possible and back up allegations with good,
solid facts. You do not want to come out of the meeting looking like an
employee who is simply a poor sport.
Don't Take it Personally
- While some issues between employees and supervisors are personal, more
often than not the supervisor is having issues of his or her own, or has
a negative reputation throughout the company. It is important to handle
negative situations professionally, and understand that your
supervisor's behavior toward you is not a reflection of your overall
worth.
Be Cautious About What You Say
- Company gossip travels quickly, and the last thing you want is to
bring more negativity upon yourself. If you do need to vent, do it
outside the office within your personal support circle.
Focus on The Job, Not the Boss
- Sometimes it helps to separate how you feel about your position from
how your feel about the boss. If you are happy with the job, focus on
that, not on personality differences. Look at your position as one step
in your long-term career plan, and do what you need to do to succeed.
This might mean gritting your teeth, putting on a smile and finding new
ways to work with a difficult supervisor. But in the meantime, get to
know others in the company and do your own internal networking. If you
shine despite your supervisor, co-workers and other managers throughout
the company will take notice.
Know When It's Time to Throw in the
Towel - Let's face it, you'll spend a good part of your life at
work, and there are times when it is best to move on. If you have tried
dealing with the situation professionally and diplomatically and are
still truly unhappy, it's time to look for greener pastures. However,
make sure you leave on good terms. Your manager may be the ultimate
reason you are leaving, but that doesn't mean you need to burn all of
the bridges associated with the company.
Copyright 2003 CareerBuilder.com