The bully boss persists, now disguised. Learn about the 4 types of bad bosses and how to handle them.
The bully boss persists, now disguised. Learn about the 4 types of bad bosses and how to handle them.
Dealing with Different Types of Bad Bosses in the Modern Workplace
In today’s workplace, it may seem like the days of the traditional, loud and volatile boss are behind us. But that doesn’t mean bad bosses have disappeared. In fact, workplace bullying is still alive and well, but it has taken on a more covert form. Bad bosses now use subtle tactics to exert their power without drawing attention. Grace Lordan, a labor ANBLE at the London School of Economics, has identified four archetypes of these contemporary bad bosses through her extensive research of over 500 interviews with workers. In this article, we will explore these archetypes and discuss strategies on how to handle them effectively.
The Modern Bully: Quiet Tactics of Harassment
The modern bully is an updated version of the traditional volatile boss, adapted for the era of Human Resources. Instead of shouting and overt aggression, they employ more subtle methods to harass targeted employees. This can include limiting their ability to participate or advance in the workplace and isolating them from important opportunities. These bosses often engage in behaviors such as ‘forgetting’ to invite targeted workers to meetings, ignoring their requests for growth, or refusing to address their complaints.
If you find yourself working for a modern bully, creating physical and professional distance from them is crucial. Build networks that the boss can’t infiltrate, and consider rearranging your workspace or working remotely to minimize interactions. Keeping a record of any exclusions, negative comments, or missed opportunities can provide evidence if you need to escalate the situation to HR. It is important to note that HR departments are more effective at dealing with middle managers than higher-level executives, so having a paper trail with consistent patterns of mistreatment can be beneficial.
The Egotist: Managing the Fragile Ego
An egotistical boss is characterized by their massive sense of pride and ego, which must be delicately handled. These bosses despise being threatened and can’t bear to have their employees outperform them. As a result, they tend to hire and promote individuals who agree with them or are already their friends, creating an echo chamber of like-minded individuals.
If you find yourself working for an egotist, you must decide how much you want to play their game. Flattering them and always making them look good may lead to raises and promotions, but this is not recommended. An egotistical boss ultimately desires applause, but be cautious about giving them too much praise, as it can create a poorly managed organization. Similar to dealing with a modern bully, the best strategy is to avoid them as much as possible and keep a record of your own actions and achievements.
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The Mediocre Manager: Politics Over Competence
The mediocre manager is not particularly skilled at their job, yet they manage to climb the corporate ladder by mastering company politics. They excel at building relationships within the organization and survive restructuring and other changes by pandering to others, rather than through competence in their core tasks. These managers often have a mutually beneficial relationship with egotistical bosses, where they pander to the higher-ups and secure promotions as a result.
If you find yourself under a mediocre manager, remember that they have survived by playing games, not through merit. Being compliant and transparent when dealing with them is important, but it’s also crucial to plan an exit strategy. The unpredictable nature of a mediocre manager’s reactions means it’s best to keep a detailed record of your work and accomplishments. Setting a deadline for improvement within the organization can help prompt action if you find yourself stuck in this situation.
The Overly Nice Boss: The Unassertive Leader
An overly nice boss may initially seem like a dream come true, but they come with their own set of problems. These bosses are focused on being liked and maintaining a pleasant work atmosphere, often at the expense of productivity and growth. They avoid difficult conversations, including performance management, and shy away from discussions about innovation or restructuring that are essential for organizational success.
Dealing with an overly nice boss is relatively simpler compared to the other archetypes. Seek opportunities within the organization, ask for exposure to new colleagues, or consider transferring to another team. Due to their desire to please, they are likely to say yes. However, be mindful that career advancement may be limited under an overly nice boss who prioritizes maintaining harmony over professional growth.
Conclusion: Strategies to Navigate the Different Archetypes
In order to succeed in your career, it’s advisable to avoid working under these five types of bad bosses in general. However, if that’s not possible, there are several approaches one can take to minimize negative effects:
- Establish strict work-life boundaries to contain toxicity and prevent it from impacting your personal life.
- If a boss poses a serious threat to your career growth and improvement is not forthcoming, consider finding another job while you have the security of a current position.
- Maintain transparency and document any instances of mistreatment or missed opportunities, ensuring a record of your accomplishments and the unfair treatment you have faced.
In conclusion, navigating the complex dynamics of a modern workplace can be challenging, but armed with an understanding of these archetypes and effective strategies for dealing with them, you can protect your well-being and enhance your career prospects.
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