Lousy boss? Vent, then act

I don’t have a bad boss right now, but if I did, I sure as heck wouldn’t blog about it on my employer’s web site. I could, however–insert image of me with my pinkie at my mouth–crab about him or her anonymously on the AFL-CIO Bad Boss web contest. Although from the first entry I read, already I can tell I can’t beat these stories:

My boss would call me on the phone and want me to talk dirty to him. Or he would call me into his office and he would be sitting naked at his desk…

Holy sashimi. You can win a weeklong vacation for telling the best horror story. Maybe working for that @#$$%^ will finally pay off.

If you’re still toiling under that @#$%$^, here are some ideas from Karen Salmansohn, a former ad exec, via the HuffingtonPost (via Alternet):

1. Have an honest, brave talk — with yourself — not your boss! Fearlessly look at your behavior. Are you inspiring wrath or disrespect? If not, proceed onward.

2. Book your boss for their bad behavior. Get a journal and write a cathartic list of all the bad things your boss did/does — and how each misdeed impacted your performance — and others.

3. Rank your list from top outright evil to lesser plain ol’ annoying. Pick the top three misdeeds and develop positive, helpful solutions. Edit out sarcasm.

4. Bring your “Problems/Solutions List” to trusted friends and colleagues. Discuss. Edit.

5. Find a “Mentor Boss” to help problem-solve your “Tormentor Boss.” In every company there’s at least one wise and non-gossip-oriented supervisor who understands company’s needs and culture. Revaluate your “P/S List” with them. Edit again.

6. Schedule a meeting with your boss. Consider how there’s “SAFETY IN NUMBERS” — as long as added people you bring with you are “safe” (ie: able to discuss problems in a warm spirit — not as a “group lynching.”) By uniting with trusted, emotionally-balanced colleagues, your presented “P/S list” will have more impact on your boss.

7. Begin your talk by acknowledging how you’re sure your boss is completely unaware of his/her actions — and how you hope this meeting will be positive for all involved. Give your boss a typed-up copy of your “P/S List.” Your boss will pay more attention knowing your talk is on documented official record.

8. Don’t leave until everyone has appropriate expectations — and a measurable way to gauge change.

9. Only as an extreme last resort should you report your boss to his/her supervisor or HR. Recognize if you do, you’ll run the risk of being pegged a trouble-maker — attracting new stresses.

http://camezquita.wordpress.com camezquita

I followed your list 1-9. All she did was suggest that I move to another department, minimize my complaints and avoided me. I filed a formal complaint with HR and it took them two weeks to get back to me. All the HR person did was minimize my complaints and compliment me. It seemed like a tactic to divert my attention.

Kathy Wells of SCOI yelled at a lot of people. She made them cry. Called me on my cell to try and kiss my ass. She told me to leave if I didn’t like something. She threatened not to promote me for complaining to her about her cold and intimidating ways. She was very controlling. She never apologized to any one. I hated working there. The HR person told me Kathy was simply direct. She is an insecure and abusive person.

I complained about sexual harassment, same company another coworker, and again they said my claims were inconclusive and they took forever to resolve it.
http://wurkinggurl.wordpress.com/2010/07/21/workplace-bullying-new-york-bill-targets-abusive-bosses/ Workplace Bullying: New York Bill Targets Abusive Bosses | My Job Sucks

[...] Another factor is the decline of organized labor. Unions were once a worker’s front-line defense against an abusive boss. If a supervisor was out of line, the shop steward would talk to him – on behalf of all of the workers. But union membership has fallen from 35% of the workforce in the 1950s to under 13% today, and some unions are less aggressive than they once were. (See what to do if you have a bad boss.) [...]
http://www.mushget.com/archives/workplace-bullying-new-york-bill-targets-abusive-bosses-time-com.html Workplace Bullying: New York Bill Targets Abusive Bosses (Time.com) : MushGet.com: Related News; Videos, Hot News Topics

[...] Another factor is the decline of organized labor. Unions were once a worker’s front-line defense against an abusive boss. If a supervisor was out of line, the shop steward would talk to him – on behalf of all of the workers. But union membership has fallen from 35% of the workforce in the 1950s to under 13% today, and some unions are less aggressive than they once were. (See what to do if you have a bad boss.) [...]
http://pgbarnes.wordpress.com/2010/10/05/time-mag-new-laws-target-workplace-bullying/ TIME MAG: NEW LAWS TARGET WORKPLACE BULLYING « WHEN THE ABUSER GOES TO WORK …

[...] Another factor is the decline of organized labor. Unions were once a worker’s front-line defense against an abusive boss. If a supervisor was out of line, the shop steward would talk to him — on behalf of all of the workers. But union membership has fallen from 35% of the workforce in the 1950s to under 13% today, and some unions are less aggressive than they once were. (See what to do if you have a bad boss.) [...]