Bad Management In The Workplace

Most bad managers are shrewd and savvy, making staff look uncooperative, subversive and incompetent. With an exodus of talent, the business is huge. How do you deal with this? What steps can you take? When is it time to leave? Read on….
By: Aaron Adhikary The Workplace Happiness Guru
July 4, 2011 - PRLog -- In many organisations, bad managers are rampant.  Bad management practices are hardly questioned because most bad managers are shrewd, astute and politically savvy, able to make staff look uncooperative, subversive and incompetent!  With employee wellness becoming important, it is still being overlooked by some organisations.  

What Is Bad Management?

Bad management practice involves treating staff poorly.  Bad managers are selfish, uncaring and untrustworthy.  They can be intrusive, controlling and picky, take credit for the work of others and are critical. They revisit past transgressions, denigrate intelligent employees, play favourites, have unreal expectations, do not communicate their expectations or goals clearly, contradict themselves, gossip and isolate their victim, etc.  

How Do You Deal With Bad Management?

Never sacrifice your self-esteem, health, happiness or potential.  Try to resolve the situation assertively through active listening, paraphrasing, seeking clarification, etc.  However, a conceited and vindictive boss may become more vindictive and use political means to get “rid” of the “offending” staff member.  Limiting contact can be a temporary solution but is a bad professional move.

Steps you can take:

Avoid responding in the same manner

Even if your boss is abusive and unprofessional, act professional, be factual, rational and logical always.  

Document situations as they occur and your work

Keep a record of the situations as they occur e.g. the time, date, when, where and what happened and who was present in a diary or journal.  This really assists you in a confrontation.  Document your accomplishments and the compliments received and how they benefited the organisation too.  Keep them away from your workplace.

Understand what your performance measurements are

Ensure your performance standards are objective, making it difficult for your boss to rate you poorly.

Ensure that your network is active

Keep your network outside your organisation active.   Be as visible as this helps you find another position should you need or are forced to.

Don’t burn your bridges

Do not unload your anger at the way you had been treated, feeling that you have nothing to lose when leaving.  Use tact, diplomacy and graciousness regardless.

Try to learn from the experience

Keep in mind the good. You could have become stronger because of this.

Use humour to cope

Laugh inside to yourself or with a group of trusted friends or co-workers at the situation.  See the humour in it.  

Be careful when talking about your boss to others.

Be careful about how you speak about your boss to others.  They could be friends, might tittle-tattle about you or it could be viewed as criticism of your boss’ superior.  

When do you know it is time to go?

When you experience any of the following long term, head for the door:  

Unhappiness in Your Current Job

Determine what you are really unhappy about and how or what you can resolve before quitting.  

Feeling Stuck in Your Current Job

Find out if there is a job left in your organisation that you would like to or could do before leaving.  

Feeling Unappreciated in Your Current Job

Try to get feedback from your boss on how to improve.  Volunteer for other tasks.  If it is a money issue ask your boss for a raise and follow up if it does not happen.

Feeling Overworked

If possible discuss this with your boss and try to suggest workarounds or other options.  Try prioritising, delegating, eliminating insignificant tasks or merge them if possible.  

Not Liking Your Career field or Job

Explore other career options available, meet with people already working in those fields and network vigorously.  

Disliking your boss, co-workers or customers

Is the main reason people leave.  Resolve any personal issues first. Speak to your manager’s supervisor or to the Human Resources department for assistance or else transfer to another unit or department.

In top organizations, the essential link between good management practice and a highly creative, motivated and productive workforce is protected with frequent monitoring of management performance and behaviour.  

When management is poor, it is safe to assume that there will be an exodus of talent.  The cost to the business in terms of employee morale, turnover, retraining of new staff and even loss of customers, business knowledge and networks can hardly be understated.

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Aaron Adhikary is also known as The Workplace Happiness Guru and has several years experience working in diverse industries as well as in running his own business. His interests lie in the study and practice of Assertive Training, De Bono Training, Meditation, Neuro-Linguistic Programming, Transactional Analysis, Gestalt Therapy, Hypnotherapy, Time Line Therapy ™ and the Silva Method of Mind Control, etc. His mission is make the world a happier place. He has noted that the one common denominator in many workplaces was that "misery came in both cheap and expensive suites" ©. You can find out more about workplace happiness at
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Tags:Workplace Happiness, Workplace Health, Occupational Health And Safety, Management, Leadership, Communications
Industry:Business management, Human resources
Location:Melbourne - Victoria - Australia
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Page Updated Last on: Jul 14, 2011

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