Eight Behaviors Bosses Dislike;
In today's workplace, it goes without saying that it's a good idea to remain on the boss's good side. Your relationship with this person can be a major factor in not only your on-the-job happiness but also your career success. And your boss can be a powerful ally; having a manager who thinks highly of you may improve your job security since you'll have someone who is willing to defend your value to the firm should layoffs occur. So, the last thing you want to do is exhibit behaviors that undermine this relationship.
Unfortunately, your manager may not always tell you if your behavior is driving him or her nuts. Here are eight actions to avoid:
1. Turning down new assignments.
Your supervisor comes to you to say that you'd be the ideal person to mentor a new staff member. She wants to know if you have the time to take on this task. You do, but you're not interested in the responsibility, so you decline the offer. Bad move. It's unwise to build a reputation as someone your boss can't count on. Plus, it's a good rule of thumb to accommodate your boss's wishes, as long as you have room on your plate for the extra work. A pattern of "no's" can convince your manager to stop offering you opportunities, including ones you might be interested in.
2. Being "high-maintenance."
Do you require constant feedback or positive reinforcement to remain productive? Must you check in with your boss every hour to ensure you're on the right track? This constant need for attention may prevent your manager from attending to important tasks or getting into a good work flow, which is enough to drive even the most patient professional up the wall.
3. Communicating poorly.
You're working on a high-profile project and just left your supervisor a voice-mail message with a quick progress update. He calls back, asking to be e-mailed the information. And, given the importance of the assignment, more detail would be nice. It's critical you understand your boss's communication preferences and adjust your style accordingly to ensure the two of you remain on the same page. In addition to preferred mode of communication, consider how much -- or how little -- information your manager would like.
4. Asking too many questions.
Everyone knows the saying "In one ear and out the other." Don't embody it when interacting with your manager. Repeatedly asking the same question ("Whom should I follow up with again?") is a sure-fire way to annoy your supervisor. To avoid this situation, always listen carefully when your boss is speaking and try to seek clarification on new projects from the get-go. If you must follow up, be sure to approach your manager with a specific list of questions and take notes so you don't need to bother him or her again.
5. Failing to follow through.
You're rushing to finish a presentation for your boss. After reviewing it, he notes a few typographical errors that you should have caught. To build your manager's confidence, you must think ahead and pay attention to details. As you tackle a project, think about the types of concerns your boss is likely to have, questions he or she may ask, and stumbling blocks that could get in your way. For example, if you're in charge of organizing an important meeting, have you tested the necessary technical equipment ahead of time? Prepared and proofread any handouts? Made arrangements to arrive early so you can set up? Even when things are hectic, keeping a keen eye on every detail is necessary to impress your supervisor.
6. Refusing to admit your mistakes.
Creating an excuse to justify poor performance is dishonest and unprofessional. Plus, chances are your ploy won't stand the test of time. If you make a mistake, step up to the plate; then go further by devising a plan for both correcting and avoiding similar incidents in the future. For example, if you included the wrong subject line in a mass e-mail, set it up with a colleague to review any memos with large distribution lists before hitting Send. Employees who accept ownership demonstrate professionalism, maturity and confidence.
7. Waving the red flag after the ship has sunk.
Your manager has asked you to compile a complicated report by the end of the week. Friday afternoon, you realize you can't finish it in time and break the news to your boss. She's furious! If you had just let her know earlier, she would have been able to provide you with extra resources to complete the project by the deadline. The lesson here: Let your supervisor know as soon as you sense a problem growing. With advanced notice, your manager can often work with you to stave off disaster.
8. Fueling the rumor mill.
Above all, supervisors seek employees with a positive outlook, especially given all of the negative news about today's economy. Enthusiasm is contagious, and these individuals are able to influence the attitudes of others. You don't want to be the one at the water cooler who spreads gossip or complains.
Thursday, December 3, 2009
5 WAYS TO COPE WHEN BOSS BEHAVES BADLY.
In the world of work, times are tough. Many companies are reeling from fluctuations in the current economy. While some individuals have already been laid off, others struggle to hold onto their jobs.
Those who are in positions of authority -- managers, supervisors, and department heads -- feel intense pressure to prove their value. In addition to salvaging their own jobs, they must also ensure that their remaining employees produce results. And most of these bosses are operating with limited resources.
Working under such stressful conditions may bring out the worst in your boss. Your once reasonable supervisor may now exhibit some or all of the following behaviors:
- Sending mixed messages
- Finding fault with everything you do
- Delivering random verbal attacks
- Micro-managing you
- Taking credit for your work
- Lying or altering the facts
- Insisting on always being right
- Pitting employees against each other
- Neglecting the staff
- Refusing to make decisions
In response to the boss's erratic conduct it's natural to automatically resort to certain coping behaviors. You may avoid the boss; complain about his or her behavior; even reach a point where you shut the boss out and refuse to interact on any level.
These defensive reactions are your attempt to gain some sense of control within the boss/employee relationship. Unfortunately, they usually result in exacerbating your situation.
How Do You Cope When the Boss Behaves Badly?
As management consultants and authors of "Working for You Isn't Working for Me: The Ultimate Guide to Managing Your Boss," we've identified a number of coping tactics that employees resort to in response to difficult bosses. Below are five of the most common. After each tactic, we offer an alternative, more constructive approach to taking back your power and improving your experience at work.
Tactic #1: Obsession
You can't stop thinking about the mixed messages and conflicting commands you're receiving. Your mind works overtime trying to figure out what's really happening. You review and rehash conversations; re-write emails in your head. You keep trying to find a way to resolve all your problems with the boss.
Try this: Catch your mind obsessing, and ask yourself "Is this really helping my situation?" (Answer: "No!") Then, commit to getting physical -- exercise, walk, play a sport or work out. Use physical exertion to purge anxiety and calm the mind so that real solutions can emerge.
Tactic #2: Avoidance
Unsure of the correct way to handle the boss, you steer clear of any direct contact with this person. You refrain from small talk, remain silent at meetings and generally hide out.
Try this: Counteract your desire to flee with a commitment to stand tall. Avoiding a problematic boss only makes you look cowardly. Focus on professionalism -- stick to your job, document everything and communicate directly with the boss.
Tactic #3: Wishing for the Boss's Demise
This is the office version of revenge fantasies. You picture the boss getting hit by a bus, keeling over in the cafeteria or being hauled away by the police. Whatever the wish, the result is an end to this hideous leader's rein.
Try this: Instead of offing the boss in your mind, focus on expanding your professional network and building your credentials. Tell yourself that getting promoted or finding a better job is the best revenge.
Tactic #4: Badmouthing
This involves looking for opportunities to complain and make disparaging remarks to whoever will listen. You try to hurt the boss by tarnishing his or her reputation. This practice is extremely common, and very difficult to curb.
Try this: The next time you're tempted to badmouth the boss, stop yourself. Commit to re-directing your energy. Rather than burn bridges, create new opportunities. Apply your communication skills to networking, fostering professional contacts and updating your résumé.
Tactic #5: Shutting out
All interactions between you and the boss are strained. You no longer address your manager directly and respond to all requests with silence. In meetings, you refuse eye contact. You general attitude is one of disgust and disdain.
Try this: Anyone who resorts to shutting out is usually in a great deal of emotional pain. Your best strategy, however, is to do whatever it takes to maintain a courteous and professional demeanor. Seek professional help to work out your frustrations and devise a plan for your future.
Those who are in positions of authority -- managers, supervisors, and department heads -- feel intense pressure to prove their value. In addition to salvaging their own jobs, they must also ensure that their remaining employees produce results. And most of these bosses are operating with limited resources.
Working under such stressful conditions may bring out the worst in your boss. Your once reasonable supervisor may now exhibit some or all of the following behaviors:
- Sending mixed messages
- Finding fault with everything you do
- Delivering random verbal attacks
- Micro-managing you
- Taking credit for your work
- Lying or altering the facts
- Insisting on always being right
- Pitting employees against each other
- Neglecting the staff
- Refusing to make decisions
In response to the boss's erratic conduct it's natural to automatically resort to certain coping behaviors. You may avoid the boss; complain about his or her behavior; even reach a point where you shut the boss out and refuse to interact on any level.
These defensive reactions are your attempt to gain some sense of control within the boss/employee relationship. Unfortunately, they usually result in exacerbating your situation.
How Do You Cope When the Boss Behaves Badly?
As management consultants and authors of "Working for You Isn't Working for Me: The Ultimate Guide to Managing Your Boss," we've identified a number of coping tactics that employees resort to in response to difficult bosses. Below are five of the most common. After each tactic, we offer an alternative, more constructive approach to taking back your power and improving your experience at work.
Tactic #1: Obsession
You can't stop thinking about the mixed messages and conflicting commands you're receiving. Your mind works overtime trying to figure out what's really happening. You review and rehash conversations; re-write emails in your head. You keep trying to find a way to resolve all your problems with the boss.
Try this: Catch your mind obsessing, and ask yourself "Is this really helping my situation?" (Answer: "No!") Then, commit to getting physical -- exercise, walk, play a sport or work out. Use physical exertion to purge anxiety and calm the mind so that real solutions can emerge.
Tactic #2: Avoidance
Unsure of the correct way to handle the boss, you steer clear of any direct contact with this person. You refrain from small talk, remain silent at meetings and generally hide out.
Try this: Counteract your desire to flee with a commitment to stand tall. Avoiding a problematic boss only makes you look cowardly. Focus on professionalism -- stick to your job, document everything and communicate directly with the boss.
Tactic #3: Wishing for the Boss's Demise
This is the office version of revenge fantasies. You picture the boss getting hit by a bus, keeling over in the cafeteria or being hauled away by the police. Whatever the wish, the result is an end to this hideous leader's rein.
Try this: Instead of offing the boss in your mind, focus on expanding your professional network and building your credentials. Tell yourself that getting promoted or finding a better job is the best revenge.
Tactic #4: Badmouthing
This involves looking for opportunities to complain and make disparaging remarks to whoever will listen. You try to hurt the boss by tarnishing his or her reputation. This practice is extremely common, and very difficult to curb.
Try this: The next time you're tempted to badmouth the boss, stop yourself. Commit to re-directing your energy. Rather than burn bridges, create new opportunities. Apply your communication skills to networking, fostering professional contacts and updating your résumé.
Tactic #5: Shutting out
All interactions between you and the boss are strained. You no longer address your manager directly and respond to all requests with silence. In meetings, you refuse eye contact. You general attitude is one of disgust and disdain.
Try this: Anyone who resorts to shutting out is usually in a great deal of emotional pain. Your best strategy, however, is to do whatever it takes to maintain a courteous and professional demeanor. Seek professional help to work out your frustrations and devise a plan for your future.
NEW BOSS? 5 WAYS TO ADJUST.
These days, there is a lot of upheaval in the workplace. Be it layoffs, reorganization or people taking other positions, there's a good chance you may be reporting to a different person than you were just a few months ago. The relationship with your supervisor can have a great impact on your career, so starting off on the right foot with a new boss is critical. Following are a few tips for doing so:
1. Help out where you can.
Starting a new position is challenging for everyone, even your boss. Remember what it was like when you were a new employee, including the times you could have used someone's help. Discuss any pending projects and who is currently responsible for those initiatives. Also provide information about any upcoming deadlines.
2. Remain flexible.
Your new boss will have his or her own ideas of how to run the office and accomplish team goals, and you should be ready for the possibility that some of those ideas may conflict with your own. But keep an open mind; different doesn't mean worse. Be willing to try new approaches.
3. Aim to be a go-to person.
Your new supervisor will face many challenges in the first few months, so he or she will be looking for employees who can help pick up the slack. Let your manager know what you've accomplished in the past and what skills you possess, and offer to be a resource on future projects. Be sure to mention talents that might fall outside your job description, such as your familiarity with a new software program. The more you can contribute, the more valuable you'll be considered by your employer. Just don't go overboard, or others, including the new manager, may perceive you as currying favor.
4. Remember that patience is a virtue.
You likely took a few months to feel comfortable when you started your job, so it's safe to assume the same will be true for your manager. For instance, if your boss wants you to provide twice-weekly updates, it's probably not because he or she doesn't trust that you're getting your work done. Instead, your supervisor likely wants to make sure he or she doesn't let anything slip through the cracks.
5. Pay attention.
Get a feel for how your boss works. Does your manager want to be in the loop on each and every project, or does your boss have a more hands-off approach? What is his or her preferred method of communication? When is it best to approach your supervisor with nonpressing requests? These questions may not be answered immediately, but by paying attention to your boss's tendencies and preferences, you'll form a productive relationship more quickly.
Remember, not only are you getting used to your new manager, but he or she is also getting used to you and, in many cases, a new work environment. So, don't be surprised if both of you have your fair share of growing pains. Being empathetic to your supervisor's experience will go a long way in developing a strong working relationship with him or her
1. Help out where you can.
Starting a new position is challenging for everyone, even your boss. Remember what it was like when you were a new employee, including the times you could have used someone's help. Discuss any pending projects and who is currently responsible for those initiatives. Also provide information about any upcoming deadlines.
2. Remain flexible.
Your new boss will have his or her own ideas of how to run the office and accomplish team goals, and you should be ready for the possibility that some of those ideas may conflict with your own. But keep an open mind; different doesn't mean worse. Be willing to try new approaches.
3. Aim to be a go-to person.
Your new supervisor will face many challenges in the first few months, so he or she will be looking for employees who can help pick up the slack. Let your manager know what you've accomplished in the past and what skills you possess, and offer to be a resource on future projects. Be sure to mention talents that might fall outside your job description, such as your familiarity with a new software program. The more you can contribute, the more valuable you'll be considered by your employer. Just don't go overboard, or others, including the new manager, may perceive you as currying favor.
4. Remember that patience is a virtue.
You likely took a few months to feel comfortable when you started your job, so it's safe to assume the same will be true for your manager. For instance, if your boss wants you to provide twice-weekly updates, it's probably not because he or she doesn't trust that you're getting your work done. Instead, your supervisor likely wants to make sure he or she doesn't let anything slip through the cracks.
5. Pay attention.
Get a feel for how your boss works. Does your manager want to be in the loop on each and every project, or does your boss have a more hands-off approach? What is his or her preferred method of communication? When is it best to approach your supervisor with nonpressing requests? These questions may not be answered immediately, but by paying attention to your boss's tendencies and preferences, you'll form a productive relationship more quickly.
Remember, not only are you getting used to your new manager, but he or she is also getting used to you and, in many cases, a new work environment. So, don't be surprised if both of you have your fair share of growing pains. Being empathetic to your supervisor's experience will go a long way in developing a strong working relationship with him or her
Sunday, November 29, 2009
WHAT MAKES A GOOD BOSS???
Bosses get a pretty bad rap. Where two or more employed people gather, you're sure to hear a story that involves the word "boss" and one of the following descriptors: "stupid," "dumb," "incompetent" or "clueless." Turn on the TV or go to the movies and bosses don't fare much better. They're either bumbling fools or conniving villains.
Bad bosses exist. We all know that. You can easily list all the qualities a bad boss possesses without having to think too much. But what makes a good boss? I'm not talking about the fanciful daydreams we have about a boss who wants to pay us seven figures for working one hour a day. To find out, we asked employees about the best bosses they've had and what characteristics they hope to see in the people for whom they work.
Give and take
When a great journalist describes the best boss he ever worked for, all of the qualities boil down to showing respect, a characteristic that many workers value regardless of what industry they're in.
"The best boss I ever had made me feel like a valued and important member of the team -- not through his words, but through his actions,"He encouraged hard work, ingenuity and creativeness and valued everyone for who they were, and so we were inspired to work hard for ourselves and for him. He was always available for consultation and skilled at good, constructive criticism [and] suggestions."
As a result of this approachable and encouraging leadership, the team always recognized the boss as the leader and decision-maker. It was something the team thought he earned from them and didn't demand.
Debra Yergen, a director of marketing for a cardiac hospital, says she recognizes the value of giving to her employees and receiving something in return.
"As a member of the hospital's key management team, there are a lot of responsibilities I have that cannot be delegated," Yergen says. "But whatever I do assign to my staff, I make sure they see me do, too. I also make sure that when my staff works a really long shift one day -- and sometimes into the night -- they get rewarded with coming in late another day." Were she to hand out orders that she herself couldn't do and provide no reward for the times when late hours cut into personal time, she might not have such a positive relationship with her employees.
Flexibility
Wayne Botha of Botha Consulting has learned the valuable of flexibility during his career working with IT project managers.
"The days of IT professionals working nine to five are gone. Project managers work flexible schedules in different time zones from around the world," Botha explains. "Good bosses focus on getting the job done, not on measuring the hours that a subordinate sits in the chair at the office."
The notion of a standard workday is fading for all professions, and life sure hasn't become more rigid. Personal obligations and family responsibilities make strict 9-to-5 work hours just as impossible. Flexibility matters to employees now more than ever.
Flexibility extends beyond handling schedules, though. It also applies to daily operations, reminds Daniel Mark Wheaton, the sales and operations manager for Canuka Web Solutions.
"A good boss is flexible about how things can be done. In being so, he or she opens the possibility of learning ways to do things better. [Of] equal importance is learning what not to do," Wheaton says. "Flexibility in hiring is important, too. Qualifications and assets in a job posting should be guidelines. A boss should recognize that sometimes relevant work experience is more important than education background."
And so much more
What makes a good boss can't be distilled into one or two adjectives. As employees are eager to explain, good bosses encompass a broad range of qualities that make going to work enjoyable. According to workers, here are other ways bosses can be allies and not enemies:
• "Be consistent and predictable. It is hard for subordinates to make the boss look good when the boss behaves erratically and every situation seems to result in a unique decision." -- Botha
• "They are able to get you to do something without using coercive tactics or bullying. They're able to frame the discussion in the same way a good basketball coach tells you what the best play will be." -- Andrew Lee, co-founder and CEO of JamLegend.com
• "Promote from within. Develop your subordinates and then promote them when the opportunity arises. Subordinates will quickly understand your intentions when you always hire people from outside your organization for top positions." -- Botha
• "A good boss will defend your actions (when they are defensible) and will help you when there is a problem." -- Deborah Graham
• "A good boss understands that every task given to you cannot be your No. 1, top priority and will work with you to readjust priority lists if necessary." -- Graham
• "A good boss knows the overall value each employee brings to the organization, and keeps that in mind. So, a single transgression by an otherwise excellent employee doesn't demand the same response as the same transgression by an employee who consistently makes mistakes." -- Bruce Campbell, vice president of marketing at Clare Computer Solutions
• "A good boss keeps you informed about what is happening at the higher management levels and what projects might be coming down the road."
Bad bosses exist. We all know that. You can easily list all the qualities a bad boss possesses without having to think too much. But what makes a good boss? I'm not talking about the fanciful daydreams we have about a boss who wants to pay us seven figures for working one hour a day. To find out, we asked employees about the best bosses they've had and what characteristics they hope to see in the people for whom they work.
Give and take
When a great journalist describes the best boss he ever worked for, all of the qualities boil down to showing respect, a characteristic that many workers value regardless of what industry they're in.
"The best boss I ever had made me feel like a valued and important member of the team -- not through his words, but through his actions,"He encouraged hard work, ingenuity and creativeness and valued everyone for who they were, and so we were inspired to work hard for ourselves and for him. He was always available for consultation and skilled at good, constructive criticism [and] suggestions."
As a result of this approachable and encouraging leadership, the team always recognized the boss as the leader and decision-maker. It was something the team thought he earned from them and didn't demand.
Debra Yergen, a director of marketing for a cardiac hospital, says she recognizes the value of giving to her employees and receiving something in return.
"As a member of the hospital's key management team, there are a lot of responsibilities I have that cannot be delegated," Yergen says. "But whatever I do assign to my staff, I make sure they see me do, too. I also make sure that when my staff works a really long shift one day -- and sometimes into the night -- they get rewarded with coming in late another day." Were she to hand out orders that she herself couldn't do and provide no reward for the times when late hours cut into personal time, she might not have such a positive relationship with her employees.
Flexibility
Wayne Botha of Botha Consulting has learned the valuable of flexibility during his career working with IT project managers.
"The days of IT professionals working nine to five are gone. Project managers work flexible schedules in different time zones from around the world," Botha explains. "Good bosses focus on getting the job done, not on measuring the hours that a subordinate sits in the chair at the office."
The notion of a standard workday is fading for all professions, and life sure hasn't become more rigid. Personal obligations and family responsibilities make strict 9-to-5 work hours just as impossible. Flexibility matters to employees now more than ever.
Flexibility extends beyond handling schedules, though. It also applies to daily operations, reminds Daniel Mark Wheaton, the sales and operations manager for Canuka Web Solutions.
"A good boss is flexible about how things can be done. In being so, he or she opens the possibility of learning ways to do things better. [Of] equal importance is learning what not to do," Wheaton says. "Flexibility in hiring is important, too. Qualifications and assets in a job posting should be guidelines. A boss should recognize that sometimes relevant work experience is more important than education background."
And so much more
What makes a good boss can't be distilled into one or two adjectives. As employees are eager to explain, good bosses encompass a broad range of qualities that make going to work enjoyable. According to workers, here are other ways bosses can be allies and not enemies:
• "Be consistent and predictable. It is hard for subordinates to make the boss look good when the boss behaves erratically and every situation seems to result in a unique decision." -- Botha
• "They are able to get you to do something without using coercive tactics or bullying. They're able to frame the discussion in the same way a good basketball coach tells you what the best play will be." -- Andrew Lee, co-founder and CEO of JamLegend.com
• "Promote from within. Develop your subordinates and then promote them when the opportunity arises. Subordinates will quickly understand your intentions when you always hire people from outside your organization for top positions." -- Botha
• "A good boss will defend your actions (when they are defensible) and will help you when there is a problem." -- Deborah Graham
• "A good boss understands that every task given to you cannot be your No. 1, top priority and will work with you to readjust priority lists if necessary." -- Graham
• "A good boss knows the overall value each employee brings to the organization, and keeps that in mind. So, a single transgression by an otherwise excellent employee doesn't demand the same response as the same transgression by an employee who consistently makes mistakes." -- Bruce Campbell, vice president of marketing at Clare Computer Solutions
• "A good boss keeps you informed about what is happening at the higher management levels and what projects might be coming down the road."
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