Really? Similar to "Horrible Bosses" and "Office Space" bosses? Apparently so, if not worse!
According to The LaSalle Network's survey of 1k+ people. The findings:
- 84% of respondents have had a bad boss;
- 43% quit because of a bad manager;
- 59% would have remained if allowed to report to someone else; and,
- 55% didn't report the bad manager to leadership.
"Flight" rather than "fight" behavior?
- NARCISSISTS: These bosses care about self-promotion. They want to hear how great they are. They aren't interested in feedback about their performance. Why? They don't believe they're the problem and take all the credit for any accomplishment and finger point when anything goes wrong.
Work for a boss who's a narcissist? Humor this boss by following the rules. Offer feedback with empathy, give a compliment for any advice, and keep informed regarding all communications. This feeds their need to be in the loop and feel in control.
- GHOSTS: These bosses say "I care about your professional development" but provide no coaching or support because they're rarely present to answer questions. (Perhaps they're at the country club?) Give them a call, no response. Send an email? Brief and sporadic non-responses.
Work for a "ghost"? Don't become bitter or think "out of sight, out of mind." Compensate by communicating with co-workers regarding the status of projects to keep everything moving forward.
- BEST FRIENDS: "I need to be loved." Mostly likely promoted from within, these bosses need to maintain previous relationships, inviting themselves into the water cooler conversations and after-hours happy hours. These bosses never came to terms with their new role and what this means in terms of no longer being part of the "old gang."
Work for a "best friend" boss? Be upfront: Tell the boss to provide direct feedback and constructive criticism. Set boundaries demarcating the boss from hierarchical subordinates.
- WHIRLWINDS: These boss are always "on the run," preferring one-minute project updates. They ask subordinates provide directives but forget they provided them. Chaos ensues.
Have a "whirlwind" boss? Send weekly updates or recaps concerning the progress of projects.The boss has the update and meetings can focus upon answers to specific questions not the status of different projects.
- engaging in disobedient dependence ("at least the boss notices me");
- fantasizing about the boss' disappearance ("work and the workplace would be so much better); or,
- fantasizing about the idealized substitute ("this is what we really need around here").
Have a "bad" boss? Ever engaged in these behaviors?
Not very healthy...this is how people respond in abusive relationships, some of whom become what they detest.
Let the discussion begin...
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