1/23/2018 Bad Boss Theory - Pune Mirror, 2018-01-23

Bad Boss Theory

Tired of reporting to someone you think isn’t a good leader? Experts
share ways to cope, so you don’t have to quit your job
| Anindita Paul
mirrorfeedback@timesgroup.com
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Bad bosses may seem like a tired workplace cliché — one that disgruntled employees resort to when
seeking to vent their anger or frustration on an external cause. But recent statistics show this phenomenon
is more real, pervasive and endemic than it appears. A survey of 1,000 employees by a recruitment service,
LaSalle Network, found that 84 per cent of respondents believed they had a bad boss. In fact, as many as
46 per cent of respondents had quit a job because of a bad manager, and 59 per cent claimed they would
have stayed if given the opportunity to report to someone else.

Even more alarming is the apparent helplessness that most employees feel when dealing with an
uncooperative or unsympathetic manager — 55 per cent of respondents stated that instead of reporting,
confronting or otherwise dealing with their bad boss, they preferred to switch companies and try their luck
someplace else.

Quitting your job because of a bad boss doesn’t have to be the only alternative, experts say, provided you
understand what kind of a boss you are dealing with and learn to respond appropriately. “I always urge
employees to consider the fact that you can never control who becomes your boss and how they react to
you. Also, frequently changing jobs in search of that mythical ‘perfect boss’ can have lasting implications
on your profile, and can cause mounting frustration,” says clinical psychologist and counsellor Priyanka
Verma. “Instead, moulding your response to your boss’s behaviour can go a long way in helping you to
find common ground — this is an attribute that will help you in your personal and professional spheres, in
the long term.”

The first step in dealing with a bad boss is identifying what kind of leader he or she is. Here are some
common categories:

The Aggressor

Aggressive bosses can be loud and dominating, and will often scream while instructing or criticising you,
explains Verma. When dealing with such a boss, she advises that you refrain from engaging with them
when they are in a fit of fury. “Ask them for time when you can voice your concerns and make sure these
conversations are held in private,” she says. Professor Lakshmi Murthy, Chief People Officer at ITM
Group of Institutions, advises that you learn to separate your emotions from the issue at hand. “If you feel
hurt or frustrated, take time off until your head clears and you are able to talk objectively to your boss. Do
not, under any circumstances, pick a fight with your boss because you will invariably lose. Instead,
enumerate the specific instances when you felt undervalued or undermined, and clearly tell your boss how
and why his/her behaviour is affecting you.”

The Miracle Worker

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These bosses will typically overburden you with work or assign responsibilities that you aren’t prepared to
handle. Such bosses provide little instruction in equipping you with the tools you need to succeed at the
workplace, and will usually turn a deaf ear to any grievances. Instead, they insist that you resort to your
own devices for managing your workload and will bitterly complain when they come across any failings.

“Most large organisations have set processes regarding how much work you are expected to do, based on
data. If you find yourself unable to deliver on these targets, make use of the review process in your
company to analyse your performance and come well prepared with data to support your cause. In case
your company has yet to formalise such processes, approach your boss with your concerns. Should your
boss fail to address this, approach the reviewer, namely, your boss’ boss. Failing that, approach the HR
department with your concerns,” explains HR manager, Anand Kumar.

When it comes to acquiring new skills, Murthy asks that you learn to look beyond your boss for
instructions and take some initiative. “Reach out to someone else in your team or your organisation for
support. Make sure that you are not criticising your boss’ inability to support you in such scenarios, as
word will eventually get back to your boss and lead to feelings of resentment. At the same time, make sure
you implement the skills you have, and that they are relevant to your existing or desired role in the
workplace.”

The Tailor

These bosses will try to cut you down to size every once in a while, in order to assert their authority. They
do this by diluting your authority within your team or taking projects away from you without first
expressing their dissatisfaction with your work. In such scenarios, Kumar asks that you learn to empathise
with your boss and express your willingness to be on their side. “Understand the intention behind your
boss’ actions. Don’t presume or be judgmental about their actions. Seek to communicate frequently with
your boss and build your boss’ trust in you. Use formal channels such as meetings and review sessions,
and informal channels such as tea breaks and casual conversations, to ask your boss ways in which you
could do better. Don’t get demotivated if your boss is critical of your work; instead, ask for constructive
ways to improve.” Verma adds. “Even passive-aggressive bosses who typically avoid confrontation, will
open up if you express your sincere desire to seek and work on feedback you receive from them. Make
sure you do not come across as challenging or threatening to your boss.”

Mr/Ms Underprepared

Such a boss typically comes from a background different from the role they are currently in, and will seek
to apply processes or practices that are ineffective or irrelevant. Such bosses can be very frustrating for
employees and can hamper both your performance as well as that of the organisation. When dealing with
such a boss, Verma asks that you develop empathy and understand that your boss is feeling like a fish out
of water. “These bosses try doubly hard to assert their authority. If you feel that your boss’ approach is
inefficient, don’t attack them with accusations. You may have to prove yourself first by excelling at the
tasks that your boss assigns to you. When you have gained the boss’s trust, propose an alternate
perspective. Be respectful of your boss’s experience and recommendations, since such bosses may have
the double advantage of giving you a fresh perspective on your work.” Kumar suggests adopting the ‘PIP’
communication pattern when asking your boss for improvements. “This process involves Praise —
Improvement Area — Praise. Layer your suggestions with praise for your boss, so as to make them more
receptive to what you have to say,” he says.

The Window Shopper

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Window-shopping bosses are very fickle and typically unclear about their expectations from you, which
can make it hard for you to excel at your work. In such situations, Kumar asks that you promote
transparency within your team by documenting all discussions and instructions. “Ask your boss for clear
instructions and also make sure they are aware of the timeframe within which a decision has to be taken
for it to be implemented. Make sure that all the stakeholders are aware and informed about the proposed
course of action, as well as the progress made,” Kumar says.

Readers share their bad boss stories

Shruti Bondal Pinto, PR professional

I used to work with one of the top PR agencies in the country, and had built up a strong reputation for my
work. However, my boss would give us far too much to do, and was quite unconcerned about the fact that
we were stressed and overworked. This was affecting our productivity. When I spoke up about this, she got
offended, and this led to a neverending blame-game. She would insult me in front of everyone, and this
affected my self-esteem. At the same time, she would give me very little guidance on what I could do
better. When I tried talking to her, she accused me of trying to influence the team. This experience scarred
me, and I had to abruptly quit my job.

Kunal Shah, writing and marketing professional

I was working with a start-up at the time, and the CEO and CMO of the organisation were engaged in a
battle of egos. The CEO came from a travel background and was used to shouting his way into getting
things done. Unfortunately, he did not have the necessary expertise to lead us. We would often receive
conflicting instructions from the CEO and CMO. When I dared to speak up, the CEO responded by
diminishing my authority within my team. Ultimately, many of our team members quit. The CEO’s
attitude led to the firm eventually shutting down its Mumbai operations.

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Frequently Even Do not pick a

changing jobs in passiveaggressive fight with your
search of that bosses, who boss because you
mythical ‘perfect typically avoid will invariably
boss’ can have confrontation, lose. Instead,
lasting will open up if enumerate the
implications on you express specific instances
your profile, and your sincere when you felt
can cause desire to seek undervalued
frustration feedback
—Lakshmi
—Priyanka Verma, —Anand Kumar, Murthy, Professor
Psychologist HR Manager

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