SMART work Handling horrible


bosses We’ve all had a bad boss, but do you know what to do about them?


By Josie Howard


will have a boss they can’t stand. We all love to hate our bosses, but if employee-manager relations make you dread getting out of bed and are preventing you from working ef- fectively and professionally, it may be time to consider taking action. Tere are two types of horrible bosses: the


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ones who know they’re being difficult and don’t care, and the ones who have no clue their managerial style is impacting others negatively. Bosses in the first category may believe


that humiliating, demeaning and yelling at employees is fine; that’s how they get the job done. Te other kind of boss doesn’t know that


their behaviour is harmful. Tey may think their micromanaging is helpful and gives their employees direction, or that their hands-off approach is more liberating to others. This boss may also lack training and experience and therefore feels over- whelmed. Te steps to dealing with any difficult


bosses are the same, but the way you ap- proach them may be slightly different depending on their personalities. Here are the tools you need to improve your working environment and your relationship with your boss. 1. Write down the problems. When we’re frustrated and upset, our


emotions run high. We tend to exaggerate how bad things are because we’re not think- ing clearly. Once you’ve cooled off, make a list of the problems you’re experiencing, giving specific examples. A boss may ask you when a certain behaviour specifically occurred. 2. Be part of the solution. Now that you’ve outlined what needs to


change, how is the boss going to change it? Managers don’t like being faced with a list of problems – it can make the employee look like a whiner. By coming up with solutions to the problems, you look proactive. If the manager isn’t giving direction, ask for a weekly or monthly review of your work. If the manager is talking down to you, ask them to maybe avoid certain language or offer constructive criticism instead. 3. Meet the boss. This is the most difficult and nerve-


wracking part. Plan a meeting with your boss. Don’t broach these issues in the hall or during another meeting, but deal with them separately. Calmly state what has been bothering you about their manage- ment style, giving your examples. Use “I feel” statements: “I feel like you sometimes talk down to me…” Tese statements seem less accusatory and soften the blow. Wait and listen to their rebuttal and then offer your solutions. Ask the manager how you can help to reach these goals. In many cases your manager may be shocked to hear what you have to say. Tey may explode, but let them get it out and remain calm and col- lected. 4. Taking it to the next level. Now wait to see if your suggestions have


made a difference. If not, it may be time to take your concerns to the next level. Ap- proach your boss’ boss or human resources in the same way. Present your concerns, examples, and suggestions. Now wait some more. It may take them a few weeks to im- plement changes. 5. Bringing in reinforcements. If there’s still no difference, gather to-


gether colleagues who have experienced the same thing and want change. Present your concerns to HR or your boss’ boss as you did before. Again, allow time to pass so the issues can be dealt with. 6. Looking for other options. If nothing changes, it’s time to look else- where. Consider transferring to another


March 2014 www.smartcareers.ca


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SMART TAB 9


f you’ve never had a horrible manager, you’re probably in the minority. Every- one at some point in his or her career


department or job within the company where you won’t have to deal with this particular supervisor. If this isn’t possible, then it’s time to look for other employment opportunities. Remember, you have the right to a pro-


fessional work environment where you feel comfortable and safe. Don’t let a bad boss get the better of you. Address the situation and create a better workplace.


Don't let frustration get the best of you. There are ways to deal with the problem.


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