He was brought in to manage a team of eight administrators - even though he had no management experience and all of his new reports were older than him. Mr Whatson says that a number of his team had gone for the job and they did not like the fact that it had been offered to him. Mr Whatson knew his team had taken against him when he returned from his lunch break during the festive period to find that they had gone out for a Christmas meal without him. He said it wasn't really "a happy ending story" and one that he didn't cope with very well.
But companies risk losing a lot more than just employees if staff don't get on with their managers. Frustration between employees and management can lead to criminal behaviour, according to Prof Rosalind Searle, an expert in organisational trust at the University of Glasgow.
They may steal from the business if they think they are being underpaid or alter their working hours in response to being asked to do something they believe is unreasonable, she says. For Craig, he found himself spending more and more time in the gym or the pub "just trying to forget things". He has since moved on to a job he prefers, but he still remembers how work can become a "place of torture".
His old boss told him that at another workplace he would have been fired. How should firms deal with a 'toxic employee'? If this person is really detail-oriented, then triple check your documents before handing them in. Salemi agrees. She says that if you have a boss who's critical or a micromanager, often the best way to deal with them is to be proactive in meeting their needs. When dealing with a difficult boss, Pollak says one of the best ways to figure out how to successfully work under their leadership is to talk to other people who you know have been in a similar situation.
What recommendations do you have? However, she emphasizes, you should never talk about the situation in a negative way, or say you don't like working for your boss. Instead, discuss about the situation in a way that shows your willingness to adapt to make the relationship work. If talking to other colleagues isn't helpful, then Pollak says one of your last options should be to talk directly to your boss. Consider your approach carefully. Instead of saying, "We're not getting along. What should we do?
I'd like to make sure that I'm communicating in a way that's effective for you and I want to make sure that I'm being as productive as possible. Is their management style not working for you, and, if so, why? You need to really think about the role you play in this equation, too, ensuring you examine every particular factor. A bit of reflection helps you figure out the source of the problem. Ninety-one percent of professionals state that the quality of their work falls when they are stressed or frustrated.
And that could really hurt your career. Plus, it can damage your personal life. For 83 percent of professionals, burnout — which can happen when you hate your boss — had a negative impact on their personal relationships, too.
Finally, consistent stress can lead to depression and anxiety. In fact, some researchers have found that work-related stress can reduce your lifespan. Generally, walking out or spontaneously giving notice without a new job lined up should only happen if your workplace is undeniably toxic or dangerous. Plus, many bad situations can turn around.
First, while discussing your feelings can have some benefit, wallowing in them may not. You could get emotionally stuck, making it impossible to enjoy your life, including your personal one. Second, badmouthing your boss is a professional no-no. Think about it; would you want to spend your time with someone who can only talk about hating their boss? Probably not, and neither does anyone else.
Okay, every person and situation is technically unique. What we mean here is that other people have been in your shoes. That means you can, too. Before you take any action, you need to reflect on your situation and organize your thoughts. Along with identifying your reasons for hating your boss, identify potential solutions. For example, if being micromanaged is the issue, then consider work approaches that would give you some autonomy while ensuring your manager feels well informed and generally involved.
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