Reasons Employees Hate Managers: Part 2
August 20, 2007 by David Zinger
Filed under Business
In the previous post I outlined 13 of the 30 reasons employees hate managers from the book 30 Reasons Employees Hate Their Managers. I encourage you to go to the link at the Globe and Mail for a discussion with the author. I asked the author 2 questions. Here is the response from Bruce L. Katcher, author of 30 Reasons Employees Hate Their Managers:
David Zinger, Winnipeg: If we have a manager we hate what steps can we take as the employee to try and remedy the situation?
If you personally have had a manager you did not like what did you specifically do in that situation? Thank you.
Dr. Katcher: Thanks for your question David. If you and your fellow workers hate your managers, there are a number of things you can do to try to remedy the situation.
You should not simply avoid the problem. That will probably make it worse. First, keep an ongoing list of the specific things that the boss is doing that make it difficult for you to do your work effectively. Then ask to meet with your boss to discuss these issues.
You must do so, however, in a non-combative manner. Try to work with your boss to come up with ways that these problems can be avoided in the future. If this fails, you can try to discuss the matter with human resources. As a last resort, you can also try to discuss your concerns with your bosses’ boss.
I also have had bad bosses in the past. One approach I used that you might consider is to try to work in a different part of the organization where you are able to report to a different boss.
Thank you Dr. Katcher.
The essence of the response seems to be to face it or flee. Discuss the issue with the boss or HR or your bosses’ boss. If this does not work than attempt to flee to another part of the organization.
It saddens me that we have so many current books that are looking at all the people-toxins in the workplace. We spend so much time at work you would hope that we could construct a healthy workplace as managers and in partnership with our managers.
Am I being too idealistic?
David,
Nobody is going to cleanse the workplace from bad bosses. Better and more comprehensive hiring practices can help. Consistent training in how to understand and motivate workers will also minimize their numbers.
Something else is also necessary, and that is including retention as one of the factors in the manager’s compensation; and the same goes for the bad boss’s manager.
I tend to look at how the “bad boss” is being bossed. Rarely do I see a horribly difficult manager being led by a gracious and nurturing CEO who treats him/her extremely well. More often than not, the senior leader is just as bad — or worse. A major portion of this problem is a reflection of what comes down from the top.
By the way, I had the opportunity to speak with Bruce. A fascinating guy who is doing some terrific things.
Keep up the good work here. This blog has always been a favorite.
The inference in all these discussions is that there are “bosses” by nature. Most “bosses” in my experience are “know nothing” parasites, who are way below the norm in most of the areas in which they were praised on their way to “Boss” status. How many “Bosses” do you know, whose promoters and underlings cite their “People Skills” as being impressive, even “saintly”, when you know full well that they need real advice on forming friendships, and acquiring a social life?…………… etc…
Wow, FAIR, sounds like you have had some real bad bosses. Quite a range from parasites to saints. Often with a bad boss we can feel stuck in purgatory. Most of the bosses I know did not start their work setting out to be bad. Of course we may be blind to our own ways of being like Michael Scott in the TV series, The Office. I hope you get a good boss in the future because when that happens it makes work such a difference experience for everyone.