Many people unfortunately have to deal with challenging managers. These managers, who are frequently ill-prepared for their positions, wind up impeding team growth, fostering a hostile environment, and keeping them from succeeding.
It’s common for professionals to desire to shift their focus and look for other chances when they encounter situations like this. This isn’t always feasible, though, either because they rely on their current employment for financial support or because they realize that the company can still advance their career despite this difficult boss.
What is a difficult boss like?
There are different types of leadership , and it’s common for managers to behave within a model they believe best fits their way of working, or is consistent with the company’s organizational culture.
Some opt for a more democratic leadership style, allowing everyone to share their opinions and ideas. Others are motivated by the situation the team faces and value adaptability and flexibility to handle tasks as they arise.
However, there are those who end up hindering the team’s work because they feel insecure or unprepared for their position. Understand the main characteristics of a difficult boss:
Doesn’t know how to delegate tasks
This person may not trust the team, or may believe they do the job better. They have a tendency to keep control of everything in addition to accumulating tasks. This leaves employees lacking autonomy and requiring constant approval.
They often assign tasks without planning and indicate exactly how something should be done according to their expectations.
Micromanagement
Just as they accumulate tasks, it is also common for them to closely monitor what is being produced, demand to be copied on all emails, interfere in ongoing conversations, and constantly demand that people redo work.
Poor communication and high criticism
With difficult leaders, communication is poor or non-existent. They don’t know how to give constructive, or even negative, yet structured feedback, ensuring that employees feel motivated to improve.
On the contrary, they only have conversations with people to make criticisms, often unfounded, or as a result of their own demands.
Emotional instability
These actions frequently foster a tense and fearful environment among the team. Since everyone’s workday will be shaped by their leader’s mood on any given day, individuals are therefore inclined to pay attention to it.
Additionally, it is normal for criticism, grievances, and issues to occur more frequently when the mood is bad.
How to deal with difficult bosses?
The company’s culture, which does not respect effective leadership, is frequently cited as the reason for this lack of preparedness for the position. In these situations, the general atmosphere may turn poisonous, which could result in increased staff turnover and more severe mental health problems.
As a result, businesses need to reevaluate how they teach their leaders by making investments in continuous training and development, fostering a feedback culture, and supporting the acquisition of new behavioral skills.
In addition to the challenges they currently encounter in their careers—such as intense competition and results-driven pressure—dealing with these professionals presents yet another obstacle for employees.
The best course of action in this situation is to assume that the aforementioned traits are the result of personal insecurity and a lack of qualifications for the role. By keeping this in mind, they can figure out how to go about their everyday lives without getting overtaken by these individuals. Four suggestions to aid in this process are as follows:
1 – Don’t take it personally
As hard as it is to listen to some criticism, particularly if it is not in accordance with what is real, bear in mind that this attitude is about the leader, not your work. Try to be relaxed and keep on trying your best.
2 – Look for dialogue
Attempt to find a means of keeping lines open, working on your own communication skills and approaching the problems confronting the team. Not all leaders will be receptive to this, but a few will listen and attempt to correct some of the behaviors.
3 – Document interactions
After work meetings, make an effort to make what was said official by putting it in an email to make sure everyone is on the same page about what was said. This is for any work matter and keeps your professional reputation if something does not turn out as intended.
4 – Seek support
Sometimes consulting with colleagues who have the same boss may offer ways to ease the dynamics. It even serves as a means to relieve stress and anxiety against the individual.
Rely on friends and family as well, and if needed, consult professional help to cope with this situation.
