Lately, my coaching calls and workshop questions have centered around the theme of how to handle a bad boss. Bosses changing their minds and not clueing in the staff member before they communicate the (wrong) decision and feel stupid. Leaders acting out in meetings and disrespecting staff members. Supervisors making decisions that negatively impact a staff member without first asking for any input about the implications.
Once again, I think the root cause is that people are promoted to supervisory positions without any training in how to be effective. Gallup research has shown how crucial the manager is for employee engagement and satisfaction — and I’ll add retention. In a tight labor market, organizations can’t afford to be driving away their top talent.
Everyone is responsible for initially trying to help their boss become a good boss. Respectfully let them know the consequences of their actions. Ask for what you need from them. Call out on behavior that crosses the line. Enlist allies that can support you.
You should afford grace if it’s an infrequent lapse, but if the issues persist, you need to begin keeping track to help yourself have some perspective about the size of the problem (see dot 2272). You owe it to yourself not to work for a horrible boss over the long term.
