At work, the unchallenged cause why people are unhappy is bad management practices. Nothing has more power to turn a good performer worst than a bad management. Woefully there are plenty of such managements around us.
In the exit interviews employees may say that the reason for leaving the organization akin to they got a higher salary or something alike but the facts of anonymous surveys are something different: “Bad management motored me away.”
Management has power over you. It can change your work situation, give the tasks of your like or dislike and finally fire you. That’s why quality relationship with the management is important.
Nonetheless, it is 100% untrue that you are powerless. In fact, you don’t need to placidly accept the bad management. If your management is not treating their staff (including you) right, you have a responsibility to do something! And in most cases, management sighs for genuine feedback from their employees – they want to know how they can improve and take themselves to the next level.
Here are the steps you must take, to deal with a bad management.
- Presuppose good intentions: Try to answer “why” first while several management decisions make you unhappy at work. Unless it is proved otherwise, presuppose that they plainly incognizant of the effects of their actions.
- Pigeonhole your management: In which of the following categories your management falls?
- They don’t know what they don’t know — they do not know that they are bad.
- They know what they don’t know — They know that they are bad and want to improve.
- They don’t know what they don’t know and they don’t want to know what they don’t know — Simply, They don’t care.
- Let the management know that they can do better: Assuming that the management is in category 1 or 2, you have to let them know of their improvement areas. This can be spine-chilling because of the power imbalance between the management and employees, but it has to be done. Nobody in management is mind-reader and it strives for fair and rehabilitative feedback.
- Don’t wait; preach: If you have a bad relationship with management then it is important that you do something as soon as possible. “Wait” is the word that you would like bank on but it doesn’t work. Being proactive is the key here.
- Pick the right time to talk: Joint client calls, middle of the meetings or annual functions parties are not good time to speak about such issues. Make sure you have a place and time when you don’t get any disturbance.
- Explain its impacts: Explain exactly what is making you think that the management is bad. If you can show how their actions de-motivate you, you’re more likely to persuade the management that this is a serious event.
- F=C, P=S: If you have Frustrations then Communicate; if you have Problems then convert them into Solutions. Tell the management what can be done as an alternate or better with due reasons.
- Applaud when it gets right: When the management does it right, admire them. Many managements never receive admiration just because their employees feel that only they can receive admiration; not management.
- If nothing works, get the hell out: If you have done everything and it still doesn’t work, find another organization where you think you would enjoy the work. Walk forward.
If your management falls in first 2 categories; you have good chances that it will get turned into a good management sooner or later.
But if it falls within the 3rd one, ask them whether they would care and follow up.
What if you get indistinct responses?
Ask yourself this: Why the hell are you in this organization for? Just for Money? Find the alternative as soon as you can and move on
Don’t think that you have got bad management just because you are unlucky or alike. Luck has a particular habit of favoring those who don’t depend on it.
Remember, nothing compares with your power to choose your circumstances. Make a right decision rather than making your decision right.
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