6 Tricks of a manipulative Boss!


You have been with the same company for some time now and you are doing a good job, or anyway, the best way you can. Your colleagues appreciate you and your bosses seemingly do as well, or do they? I have sometimes experienced that good is not good enough and bosses will still have their reasons to make your life difficult, even if it is completely undeserved. And they can do so with impunity, because it is happening quite subtle, yet with adverse consequences for the employee in question. Here is a list of tricks and pitfalls bosses may use on you without you knowing what is occurring.

All 6 tricks are for real as I either experienced them myself or witnessed other colleagues being tricked. This happened during my 37-year career, working for three big internationally oriented companies in two countries. So, here they are.

The arm around your shoulder

Have you ever noticed that a boss crosses an arm around one of his employees’ shoulder? Or did it to you? Normally this is a gesture of amicability or a sign of team spirit and that you belong in the team. To me it felt like a Judas kiss and I will tell you why. Whilst doing this, he told me that he was promoting the younger High Potential, instead of me, thereby becoming my boss. He then said that he would like me, as the more experienced guy, to keep an eye on him, help and advise him, so that he could succeed in his new job!

To say that I was flabbergasted is only a kind way of saying how I really felt: as in a total betrayal. What do you say or do at such a moment? He was clearly prepared for this situation and I was not. Yet I immediately felt that the matter was a closed deal already and that I could do nothing about it anymore.

My advice to you is to be very aware of a boss who is very friendly to you, as he might have done something that he is sure of will embarrass you or worse.

What do you expect from your job at the company?

This is also a very tricky or nasty one: there is a new boss in town and you gradually get to know him, but he also needs to get to know his staff, that are totally new to him. I remember that within the first month he asked us to think about our jobs, the company, our careers and our expectations in general. He also requested us to put it forward in writing. We thought that wow, this boss is really interested in us and went enthusiastically to work with it. He must have got it the same week and waited for his response. Then the big silence!

I think I had written a very nice brief informing him about working hard, moving forward with the company, making a career, providing for my family and things like that. After a month of hearing nothing back, I asked him if he had received my summary as requested and he responded: “Yes, I have read your demands!” Whaaat? And I never heard from him again, not in discussions, not in writing, just never ever.

So, what did he get out of it? My guess is he found out who we were and what we all strive for, but specifically our weaknesses and vulnerabilities. We soon found out how he played with that, hitting us hard in all the right places. It kept him out of the limelight whenever something went wrong. To name one example: we must have all said we wanted salary increases from time to time. He informed us that he knew that employees in some companies were perfectly happy with their training and working environment and did not need salary increases!!!! So, latest at this point I realized where I stood with this guy. Needless to say that we did not get training and neither did we have a good working place? Hahahaha.

What do you like in your work activities and what not?

This is also a classic. You will be asked to list all the activities in your job description and then rate them as interesting or not so interesting. In complying with his request, employees will hand their list as soon as possible, thinking that when a boss knows what you do not like so much, there will be a possible shift in activities between his staff. With this information the boss could possibly match a person’s interest with a suitable work package, thus lifting everybody’s spirit and consequently productivity. Right? Wrong!

Your boss has now maneuvered you in a position, where he once again will be able to home in on people’s weaknesses. After all, you have probably told him what you do not like in your work. How will this turn out? Suppose, for one reason or another, the boss wants to get rid of a certain employee. However, just firing him or her is not an option. But now he is in a position to have you do all the work, that you just told him you detested! How long will you hold on after that? If you ask me, this is a very cheap way of getting unwanted personnel out of the company.

So, if you are ever asked to fill in such a list, be aware of the pitfalls and do not show your weaknesses. Refusing to do it is not an option, so be clever on what you put in there. Do not give him the chance to misuse your vulnerabilities at any time.

You are too young (or old) for a promotion or salary raise

I have heard about a thousand reasons why bosses will not promote you or give a salary increase. Here is one of them. How do you react when you ask for a promotion or raise in salary, but the boss responds with the fact that you are to young to be promoted? There seems no defense against this one as you cannot change your age and I have seen many people fall for this one. And I always thought that people would be promoted for competence, skills, merits and capabilities.

Some bosses use this cheap shot in the hope to get away with it and unfortunately many times they do. Just bear in mind that it is just a trick to quickly stop any discussion about the subject. But it is up to you to challenge it for reasons as mentioned in the first paragraph. They might just try it and when it works, so much better for them. Subject closed.

I know of one person, who heard this for a couple of years, never protesting, the last time hearing that now he was to old. A sad case. Similarly, I was once told of not having all the requisites to do a complex job abroad, at the same time smoothing it over, that 6 years ago I could have (when they also said no for other reasons).

I think people should take the hint and look for another boss and/or company.

They give you an ‘important’ job you cannot execute

Your boss has sneakily decided that he doesn’t like you in his team anymore, reasons only known to him. Your preferred successor has already been located within the same organization. Now he has to show to people that you are not fit for the job in order to replace you. In that case he just asks his current employee to do a job that he is sure is above your head and give as little information as possible. Chances are that the chosen victim will not make the deadline. 

Or the boss is giving the order in a stream of words, without making much sense, being extremely vague on purpose, letting you swim around in the deep before you actually can swim. Later on he can say that you did not understand what was wanted of you or you wasted a lot of time doing the wrong thing. Anyway, in both cases you are in dire straits, with hardly any way for a recourse. It is his word against yours and usually the boss wins.

They give you an important job to make you the ‘fall’ guy

Let’s suppose that the company you work for has a lot of work to do, but because of internal circumstances due to mismanagement, the projects can never be finished in time. They have exhausted all their reasons, excuses to various customers, but certainly do not want to loose any of them. They prioritize their projects and see that one is going to be very late, maybe half a year over the delivery time or more. The customer does not know that, but is told that they have assigned a special person to manage their project. Customer might then think they get special treatment and is satisfied for the time being. However, the project is of course going nowhere without the person having the back-up of the management. What to do, as management, when you have to tell customer that nothing has been happening. Well, you simply tell them that your special person wasn’t so special after all, that he delivered bogus progress reports and were led to believe that the project went according to plan. You are very sorry, but rest assured they will immediately fire the person in question and now give you the attention needed. And everything will be alright.

I see you thinking they would never do such a thing, this is too far fetched. However, this is a case I have personally witnessed happening, I kid you not! It was even said that they had used this method before and of course with different people, having all been dismissed previously.

Final thoughts

As I said before, all of these stories truly happened, either to myself or to others in the same company. I am wondering how many of you have been tricked by your boss or bosses. Please share your experiences on this site.

In the corporate jungle, as in the world outside, there are some truly bad characters around. If they happen to be your boss, you might be in for some nasty surprises.

If you would encounter any of the bosses like described above, then my advice to you would be to take immediate and decisive action. No need to suffer the consequences of a boss’s manipulative behavior. Find another company or better still, become your own boss. The latter being a real option in this computer area.

In fact, becoming an internet entrepreneur is a really good option nowadays. I know, as I am one myself and anyone of you can do the same, with right help and support. I have reviewed one of the best internet business support programs in the world and you can read it by clicking here.

Why is the Perfect employee more Sensitive to Burnout?


It is generally perceived that perfectionist people are the ideal employees for any company. They only turn away from the company when they are satisfied that they have delivered the highest quality. New research, however, shows that the “perfect” employee runs a greater risk of a burn-out than his or her “average” colleague. They are time bombs that explode sooner or later without proper guidance.

For years a burn-out has been on the table for people and they thought there could be a link with perfectionist people, however, it has never been really proven. Recently psychologists have been studying the relationship between burnout, mental resilience and perfectionism. A number of psychological tests on a couple of hundred people have demonstrated that the risk of burnout increased sharply among perfectionist people. Read more and I will make clear why a perfect employee is more sensitive to burnout.

What is perfectionism?

Essential in explaining this is having an understanding of what a perfectionist person really is like, so here it is according to Wikipedia:

Perfectionism, in psychology, is a personality trait characterized by a person’s striving for flawlessness and setting high performance standards, accompanied by critical self-evaluations and concerns regarding others’ evaluations.

It is a trait that makes life an endless reporting act on their accomplishments or looks. A fast and enduring track to unhappiness, it is often accompanied by depression and eating disorders. What makes perfectionism so toxic is that while those in its grip desire success, they are most focused on avoiding failure, so theirs is a negative orientation. And love isn’t a way out; in fact, it feels way too conditional on performance. Perfection, of course, is an abstraction, an impossibility in reality, and often it leads to procrastination. Please also note the difference between striving for excellence and demanding perfection.

Knowing this, you already might feel that these type of people might be very vulnerable to critics and do not take anything lightly. To further enlighten you, here are some characteristics of perfectionists.


They tend to take the defensive. Perfectionists often get very defensive when they are criticized because a critique threatens to expose their weaknesses, much in the same way failing does. Perfectionists perceive criticism as a measure of their worth or ability.

They fear to fail in some way. While nobody really likes to fail, perfectionists take fear of failure to a different level. Instead of finding what valuable lessons could be lurking in the failure, a perfectionist takes it very personal. To combat this fear, a perfectionist might overcompensate by reading something over and over again, obsessing about lists and organization, or being unable to make a decision.

They are finding faults with self and others. Perfectionists are often on the lookout for imperfections in themselves and others. Perfectionists tend to be largely overcritical of any misstatement, misspelling or flaw and see it as vitally important to correct people when they make a mistake.

They are having a too rigid standard for themselves and others. Perfectionists are setting high standards for themselves, and are thus bound to set them for others, including their bosses. Perfectionists might need to come up with their own version of “good is good enough.” Inflexible thinking including the use of words like “must” “should” and “have to” should be avoided.

They have an excessive need for control over others. Perfectionists often try to control the behavior or thoughts of the people in their lives as a way of preventing them from making mistakes or encountering harm. 

They can’t trust someone else to handle it. You might have heard the saying: ‘Do I have to do everything myself?’ Perfectionists do. Many high-achievers, as a result, find it very difficult to delegate and when they do, become micro- managers. Read here about micro-managers and their impact on you.

Becoming under stress

Now back to the tests. It has been known for a long time that perfectionism is a factor that leads to burnout, but that connection had not been tested and demonstrated on this scale before. The connection appears to be crushing. Certainly in people who combine perfectionism with a so-called “suffering pressure”. Perfectionism as such is not so wrong, but becomes problematic if you set the bar unrealistically high, and then stress arises. Moreover, perfectionists who score low on mental resilience are very difficult to channel, making their perfectionism a huge burden. 

The burden can sometimes go beyond a burnout. The tests showed that even the risk of self-mutilation and suicide is higher among perfectionists. Perfectionists who suffer are more likely to avoid positive activities that could compensate for worry – such as sports – in fact, they trade those activities in for business that puts them in even more pressure. They work one hour longer in the evening on a presentation or they quickly reply to a few emails. They do that to relieve pressure, but they do not realize that it leads to even more stress. 

Designated perfect example

Despite the high risk of burnout employers often use ‘the perfectionist’ as a role model. Companies are specifically looking for profiles of this type when they are recruiting, but they do not realize that they are actually attracting possible time bombs. If you do not guide them properly, they will explode sooner or later. However, within an organization it is often the employees who should be referred to. They make enough overtime and work everything down to the last detail. “Take an example of that,” it often sounds to managers. Wrong! Because those “examples” have burned out completely after a few years. 

Scientists argue for more and better guidance within companies. Health coaches are appearing in some firms, but ‘perfectionism coaches’ would sometimes make more sense. Employers complain about the fact that they have many long-term sick people, but they also have to dare to ask themselves questions. What culture is there in the company? Is there room for error? And how do they show appreciation to their staff? As an employer you can safely recruit perfectionists, but then you also have to give much more feedback than with an average employee. After all, it is people who constantly wonder whether what they are doing is good enough. “Does my work meet the requirements?” “Is the boss satisfied?” “What if I still go wrong? The conclusion might be that you have to evaluate those people more often and say what was right or wrong. 

It takes time

In many companies, however, we see the opposite happening. There are rarely any evaluation moments, because it is too time-consuming for managers. Or employers hold a single performance appraisal at the end of the year, which can be deadly for other employees as well. Meanwhile, perfectionists struggle with all kinds of questions and that feeds their insecurity. Which then leads to stress and ultimately results in a burnout. Even if they recover from it, things sometimes go wrong again because they return to the job too early. That way you stay busy. 

Not only the boss of the ‘perfect’ employee can remedy the problem, the employee himself can also do something about it. Perfectionists must dare to question their own high demands. Are they realistic? And they must dare to compare themselves more with the average colleague. Because, as we have seen above, the perfect employee is not the one who is always perfect. On the contrary.

Final thoughts

Perfectionist behaviors can be sneaky because they are similar to the type of behaviors that most people use to maintain their standards; however, they vary in frequency and intensity. 

Often without realizing it, perfectionists with so many high expectations, wants, standards, especially towards others, may not yet fully appreciate the adverse consequences. On other people, but also on themselves.

Bosses can play a crucial part in avoiding problems with perfectionist people, by recognizing them and then manage them in the right way.

Perfectionist people should look in the mirror some times and realize the effect their behavior can have on others in the organization. Some of them might come to the conclusion that they really are not suited for the corporate jungle and rather would work for themselves.

In this computer age the possibilities to become your own boss are many. I will give you just one: become your own boss by being an internet marketer, having your own websites and promoting products that fit into your hobbies, interests and passions. How does that work? Then read my personal review of one of the world’s best internet business support programs by clicking here.


5 Top reasons why good Employees quit – It is all about Leadership!


In the current labor market it is becoming increasingly difficult to find good staff, making it more important not to lose the good people you already have. To minimize staff turnover, it is useful to know why staff are leaving. Research shows that a high turnover of staff is largely due to poor leadership!

Moreover, it is a fact that one in two employees is open to a new challenge. The crisis seems to be over, there is a shortage of personnel, the labor market is picking up, so if a good chance comes along, then it is the best employees who are the first to take the plunge. Read on and discover what are the top 5 reasons why your good employees are quitting.

Changing times

More and more people want to feel happy in their lives. Not only at home, but also in the workplace, and although e.g. Western-Europe seems to be a very happy place, still two-thirds of employees are not satisfied with the job they now have. The young generation that is now entering the labor market is used to freedom and diversity, they want to be challenged and involved and feel that they are doing something that makes sense, contributes to a better world. This group is full of creative and innovative ideas and are separate from the old structures. And that is difficult. Yet, if you want to bring in these people, you will have to give them the space they need and in which they function best. 

However, it is not only the young generations that expect something different from work than 10 years ago. Even generations that have been working for years see that work is not the most important thing in their lives and go in search of satisfaction and meaning. They want to be appreciated and use their talents. Doing what makes them happy and filling their days with it. 

Staff leaves because of poor leadership

Numerous studies show why staff are leaving: most are departing because of poor leadership. The top five reasons why employees are dissatisfied and look for greener grass:

Employees want to determine how they work. A boss who keeps their eyes on them, is oppressive and leads to stress. In other words: if you hire someone for what he can do, let him do it.

No growth and development opportunities.
Employers must know their employees and know what motivates them. When they get challenging tasks, they will grow. When employees stand still, they lose their involvement with the company.

No empathy.
If an employee has a personal or professional problem, the employer must demonstrate empathy. If he does not do so, the employee will be non-flexible in the future if the employee needs him or her.

No help with the balance between work and private life.
Employees have emotions, feelings and a private life, but employers sometimes lose sight of that. Bosses who allow their staff to work long days without compensating them every now and then will find that it does not make employees more loyal.

No appreciation.
One of the biggest annoyances of employees is feeling unappreciated. Everyone wants to hear if he has done something right, especially from the employer. If the boss never gives a compliment, the employees also want to run less fast for him.

More conclusively

If the manager does not involve employees, especially the good ones, in the business and decision-making process, it is not strange that employees do not feel appreciated. If you do not communicate with your employees on a personal basis, then you cannot expect that they will feel a loyalty to you and your company. And if you have no idea of ​​what individual employees need, isn’t it strange that these employees are looking for a challenge, where there is attention for the individual? In summary, there is a great chance that good staff will leave because of you, the manager! 

So what do you do as a manager?

You can keep these entrepreneurial professionals in-house by really listening to them, by letting them think along and letting them provide input on existing processes. Often good employees and also less good employees suddenly perform better than ever before.
By inviting these people to show their talents fully, they will achieve better results. Giving them more freedom makes them work more effectively because they do the things that are needed to bring their work to a successful conclusion. They will feel appreciated and seen, so they show better results.
If people feel part of the organization and feel jointly responsible for the end result, they show other talents and they are also enthusiastic about your company to the outside world. And that has purely positive effects on the end result! 

Are you on the verge of going?

Good employees will perform less if you do not give them the space to fully show themselves and use all their talents. Knowing what your employees want, responding actively to this and allowing people to flourish is many times more effective than managing what is not going well. And then it can indeed happen that the best employees leave because they no longer fit within the corporate culture or do not feel connected to the mission of the organization.
Can I hold up a mirror to you in the form of five questions?

– I actively involve my employees in decisions and processes yes / no
– I regularly talk to my people on a personal basis yes / no
– I know what my staff needs; I put them “in their power” yes / no
– My employees feel that they are doing meaningful work yes / no
– My employees can fully flourish within the company yes / no
If you have answered ‘no’ to one of these questions, it may be that your best people are about to leave. And that you have to look for new employees, while that becomes more difficult and more expensive. If good staff runs away due to poor leadership, then it is time to teach yourself and your supervisors what good leadership means and to make all your employees the best employees! And thereby retain them for your company!

Final thoughts

I have found myself that getting good staff is difficult, but that bad staff is very easy to find! So why are managers not doing everything to keep their very good employees?

And see this one: one employer said that he did not want to take on more assignments, because he then also had to grow in staff and that seemed to be an impossible task for him. What is now running around freely on the labor market are the left-overs of others, which means that you have to spend too much time on unmotivated personnel, so that your profit does not rise but actually falls. 

There are lots of reasons, as indicated in above article, that good employees, like you will quit. If you do not find happiness in your current job, you will opt for another job or even for independent entrepreneurship. Especially in the latter case I can direct you to becoming your own boss through the internet, which offers numerous opportunities. How to pick the right, reasonable and scam free program? Just follow my lead and read about the world’s best internet business support program. As a year long member, I have reviewed it and if interested, you can click here to read!

11 Easy ways you can turn Boring meetings into a Success!


Most of us hate to go to meetings and the word only brings shivers to our body. Yet, every week people everywhere collectively spend hundreds of thousands of hours sitting in various staff meetings. And let’s face it, sometimes they seem to drag on a bit and we end up just ‘waiting’ for them to finish. I myself have also had the dubious “pleasure” of sitting through various meetings.

Some compare team meetings to a Sunday family lunch, an opportunity for ‘the family’ to come together, talk about the week gone and what lies ahead, share opinions and ideas and generally take time out from the day-to-day for some good old social conversation.  However, just like family mealtimes, team meetings can become stale and boring after a while. So how can we make team meetings a time for exploration, creativity, interaction and relationship building? Read on and discover how you can turn boring meetings into a success.

Why do we hate meetings?

1. The meeting could have been done faster in writing

Meetings are great for discussions. If you are having a debate and comparing perspectives, talking through it is incredibly valuable. On the other hand, if you are just sharing status updates, it’s always better to do it in writing outside a meeting. 

2. You have nothing to contribute to the meeting

Adding extra people to a meeting who are sitting there and don’t have the insight or relevance to actively contribute is a drain on everyone. The only people in the meeting should be the ones who have a stake or true insight on the topic being discussed.

3. One person is talking too much

Even if the topic of the meeting is relevant for you, you probably can’t stand meetings when one person dominates the conversation. This hinders the ability to have a real discussion, and turns everyone else off.

4. The meeting is not results oriented

Meetings should have a clearly defined goal and expected outcome. Meetings just to talk about something but not draw conclusions are a waste of time. For example, if you are meeting to decide the ideal date for an upcoming event you are hosting, the meeting should have only the stakeholders connected to the event, you should discuss the pros and cons of different dates, and walk out the door with a date selected and agreed to by everyone.

5. The meeting runs over time

Meetings that extend past their allotted time are never good. It’s disrespectful to everyone’s schedule to not stick to the scheduled start and end time. The default meeting time should be 60 minutes, and it should be rare to extend beyond it. Keep meetings short and to the point.

So what to do about it?

Meetings are often seen the same as paying taxes: it may be good for something, but it is hardly fun for anyone. And just like with taxes, we can’t make it more fun for you, but perhaps more convenient and less stressful. Here is some guidance and with these rules of conduct you make meetings more effective, faster and less annoying. Hand them out, hang them up, or review them before a meeting.

1. The initiator must clearly state the purpose of the meeting. If the goal is not clear, you may (and must!) be informed of this at any time. Does the goal not become sufficiently clear even after asking? Get up and go, as it would be a waste of time.

2. A meeting must have an end time in addition to a start time, preferably with the agreement that people do not continue for another minute – no exceptions. A clock in sight works wonders: being concise becomes a common responsibility. A meeting without an end time is an open invitation to keep going on endlessly.

3. There is only one designated person to lead the meeting: usually it is the boss, but should also be the strictest person in the group.

4. Agree that points may only be made once. The speaker will ensure that the point is highlighted as clearly and briefly as possible. “I want to come back to …” should not be allowed. This may seem trivial, but may save a lot of time if followed to the letter.

5. Being distracted by a telephone is annoying, but sometimes unavoidable. Repeating a point because you didn’t get it because of the distraction is undesirable. Taking others along in the distraction is simply not done. Better yet, I would say that all phones should be banned from a meeting

6. Other meeting pointers who can be punished with a yellow or red card: “It may be a crazy idea, but …” “Maybe someone has already said it, but …”. “How are we going to put this into practice?” All of these will set the meeting back, cost time and are of no added value anyway.

7. Bonus: Are you the one who takes the initiative for a meeting that nobody wants? A treat does wonders. Love goes through the stomach, even during meetings. This should not become the rule though, as people would be expecting it every time.

8. Change locations. First of all, break the monotony of repetition by occasionally switching the location to somewhere different, ideally somewhere completely different like at a local cafe or in another part of your organisation where the sights, sounds, smells (!) and stimuli are different.  Not every week, just every now and again.

9. Have a thought board. Both before, during and after your meetings, have a ‘place’ where team members can record ideas, topics and issues they’d like to discuss.  Ideally, make it visible and creative, like a white board in the office or a graffiti space. Make it come alive, like a communal collaboration space and just use the physical team meeting as a time to reflect on what’s been raised.

10. Any Ideas?  Set time aside for problem solving and innovation. Have a ‘problem of the week’ you want to solve in your team meeting. Use the time for  a mini-idealization session like a brainstorm or creative exercise. Again, set the rules and use the idea time to build your team’s creative capability. Over time, you’ll find you’ll start to get really good at positive problem solving.

11. Be positive.   Of course, just like mealtimes, team meetings should be a time of recognition, praise and encouragement.   Ask every member of the team to say what’s made them happy at work this last week/month. Allow them to explain why they felt good about something they did or something that happened. Inject some belief and spirit into the team by focusing on what’s gone well.

What if it does not work for you?

There will always be a lot of individuals who simply do not like meetings and they will never work for them. They are simply a necessary evil. There is a unique way out! If you do not want to chair or attend any meetings anymore, any time in the future, next to your existing job you will start your own business. Not necessarily your own factory, but your own internet business. I will tell you that anybody has the chance to do it. With the right support and guidance that is. I am a member of a program that trains you to be your own boss by becoming an internet marketer of affiliate. Want to know more about this life changing opportunity? Click here to read my personal review of this scam free program.

How to Deal with Bosses with a big Ego


They get the blood from under your nails: bosses with an inflated ego. But why are they doing this or become like that? And if their ego occupies the entire room, how do you grab the space for your ideas?

The ego-tripping boss, who doesn’t know him (or her). Very convinced of his own abilities, only his vision is the right one. All successes are due to his admirable commitment. The mistakes are of course due to someone else. Research shows that CEO’s with narcissism do well during the crisis, but in good times they tend to be very bad for your company. Financial results are going down. They do not communicate with their staff. They feel that they are being talked about and not talked to and employees feel that the gratitude they deserve ends up with this boss.

Read on and I will explain the background and how you can deal with bosses with a big ego. Before I will take away any misunderstandings between egomaniacs and narcissists.

Difference between egomaniacs and narcissists

Ego is not vanity as it has been made to be understood in past years. It is an important part of our individualism formed by our particular thoughts, emotions, memories, roles and collective identifications. Having a big ego is then interpreted as being strongly grounded or anchored in that which we self-identify. If by “big ego” you intended to mean “high vanity” or arrogance, these are characteristics that one can exhibit temporarily or permanently without necessarily suffering from a personality disorder like narcissism which is really harmful.

Narcissists, particularly Narcissistic Sociopaths, are manipulative, schemers, weave lies to the point of believing them themselves, are socially very charming, emotionally detached and materialistically attached, highly cruel, self-centered, and on and on. They can even act innocent and vulnerable (hence not arrogant) socially as part of their manipulation or scheme.

This article will now go on about egomaniacs and if you want to read more about narcissistic bosses and how to handle them, please click here.

Hubris syndrome

Those who find themselves extremely good to an extreme degree may also suffer from hubris syndrome (after the Ancient Greek word for “recklessness”), as described in 2009 by researchers David Owen and Jonathan Davidson. In a study of the behavior of US presidents and British prime ministers in the last century, they saw a constructive tendency in the self-image of these leaders. The higher the position of the leader and the longer it is held, the greater the self-esteem of the leader.

Yet we should not just write off bosses with a big ego. Having a big ego does not necessarily have to be a problem. Having a big ego – in the sense of” having a lot of confidence “- also has positive sides. Such a person makes decisions that another does not dare to make. The largest companies in the world have become a success because of that type of people. People with narcissistic characteristics are heavily over-represented in CEO’s and other managerial positions. That is because narcissists are fearless in a certain way and in situations where guidance is requested, they are not afraid to have their say.

Be open

Those who are in a high position will also have to pay particular attention to ensuring that they do not get too far away from the work floor. Here is the example of the CEO of the Danish billion-dollar company and beer brewer Carlsberg, who knows that this is more common among people in managerial positions and therefore does everything to be open to other people’s ideas. “I hope the employees feel that I am one of them, because I am that and that is how I feel.”

When he started as a CEO at the company, he exchanged a nice office on the twentieth floor for a vacant workplace in the less chic office garden. ,, The floor where I used to be was only accessible for the highest management levels. I never saw anyone walking there. I could have been dead for ten days before someone found me. “” His move had a signal function. ,, Even though I am the boss, I am approachable. And don’t just say what you think I want to hear. I am interested in your questions and your criticism. “

He regularly holds breakfast sessions with employees from all levels of the company. Whenever he can, he tries to sit down for lunch in the company canteen. ,, At the table, for example, you hear that a new computer system that has been introduced actually turns out to be very inconvenient to work with. If you stay in the boardroom alone, things like that don’t reach you quickly. “” Keeping your ego in check is, as far as the heart is concerned, part of good leadership. ,, You need everyone in the company to get ahead. It doesn’t matter that you have more stripes than another. You do it together. “


However, a lot of managers and bosses are different from the above and show egomaniac traits, says a psychotherapist and coach. We all have to some extent, though. But that doesn’t hurt. It is even healthy. We therefore see ourselves through pink glasses. That feels nice.

Whether your supervisor is really an egomaniac, or only shows traits of it, in both cases you don’t get along with using that type casting. The man or woman will – as long as the results are favorable – not be fired for it. Moreover, the staff is usually divided. Some let them walk and admire him or her, the critics fear for their job and therefore do not hear anything. 

So, what to do?

It is advised never to criticize directly. Say something nice first. For example, that your boss has a nice suit and only then that you suspect that he is even more successful if he does not question his employees. Make the working relationship psychologically as safe as possible for the egomaniac by giving clear feedback. 

Working well together with a (too) self-confident boss is certainly possible. The point is that you have to know how to sustain yourself. If someone takes a strong lead, it is natural behavior for people to follow. You can sulk about it in a corner, but you don’t solve anything with it. First, be aware of your own qualities. If you’re okay with yourself, then something that someone else does can never hit you so hard. Look at what you have to contribute. Maybe you’re less outspoken and charismatic than your boss, but you have a good grip on the content. 

Then consciously try to come to the fore. Show yourself that leadership behavior by, for example, coming up with an alternative approach. If it is a good plan, then you also present yourself as a leader and people will follow you. Maybe the boss himself too. The following is also suggested: If you address a boss with a big ego very clearly about what you find difficult and what you would like to see differently, the chance that such a boss will take it into account is greatly increased.

And how do you do that?  Go talk to a small group. Always start with something positive that keeps the boss feeling safe. Dare to translate into an I message what the other person is doing to you and ask if he or she is willing to take that into account. Many will do that.

But what if it does not work out?

I have to admit that it will not be easy to handle egomaniacs and in some cases it will simply not work, even after talking to HR or the boss of your boss. You then still have the option to leave that company and find other work. What about this idea. You will stay in your job a little longer, but meanwhile start your own internet business in your own time? Anybody is able to do this with the right professional help. Why not get it from the best available scam free program there is?

Click here for my personal review of this opportunity. It may be a chance of a lifetime for you!

The four Types of Bullies at the work place – and How to Deal with them


We all know that a bully can make working life pretty hard. People who are being bullied can experience major mental and physical consequences. Stress, anxiety, depression, high blood pressure and stomach and intestinal complaints are just some of the possible symptoms. Bullying has parallels with sexual harassment. Just like sexual harassment, it is undesirable, undeserved and unjust. But we are not powerless to do something about it. Psychologists have described 4 types of bullies at the work place and  how to deal with them, before something really untoward happens.

Always scared 

Bullying can really do a lot of damage. It ensures that your work becomes a place where you are always scared and can never be yourself. 

Bullying at work is also a persistent problem in most countries. According to figures from various governments, 1 in 10 employees is a victim of bullying at work. There is bullying especially in the industry and the transport sector. 

Bullying by a boss can be even worse, which I described here.

The four types of bullies

To be able to do something about bullying at work, you need to know who you are dealing with. Therefore we will distinguish between four types that you may encounter at work.

1. The loudmouth

The first type of bully is obvious: a screaming, cursing, angry bully. This type of bully prefers to kick a scene to frighten not only his target but also all the rest of the staff. Those colleagues then dare not say anything about it, afraid that it will be their turn next.

The aggressive means of communication of the loudmouth include not only screaming, sending angry emails or other forms of verbal hostility, but also the use of aggressive body language. For example, someone who first leans back and puts his feet on the table to then be able to tell at ease why your ideas are really worthless.

2. The eternal belittler

This type of bully likes to criticize everything the target does to the finest detail. Whatever you do, it’s never good, and the eternal critic will let you know as well. There is no positive feedback: the comments of the eternal critic are daunting or even humiliating. He or she will not attack you as openly and directly as the outrageous one, but prefers a one-to-one humiliation session or would like to point out to everyone in a meeting with the team the mistakes you made.

Some bullies of this type make it even more difficult for you to exclude yourself from social events at work or make jokes about you. The constant stream of criticism makes so scared and uncertain that the target will doubt his own capacities. In some cases, this doubt can even have an impact on objective work performance: those who hear so often that they are doing poorly, will actually work worse.

3. The entrance guard

The advanced variant of the constant critic is the entrance guard: he or she ensures personally that something can be criticized by making your work impossible. He or she does this by remembering things from the target: explanation about what needs to be done, information, time to do something or help from others. Because of this you cannot fail to fail.

If this type of bully is your boss, he or she can also give you a very bad rating when your performance was actually quite reasonable, or punish you if you are even a minute late for a meeting (while others are just as late or still come in later and get no punishment).

But also a direct colleague or even a subordinate can take on the role of entrance guard, for example by “forgetting” to invite you to an important discussion.

4. The deceptive snake

Of all the bullies, the deceptive snake is the hardest to beat. With this type, it is not always clear that he or she is angry.

This hypocritical serpent pretends to be your best friend and fights for you while he is only undermining you behind your back. They will not let your heart be sick to others. They say that you are unreliable, cannot do anything about it, you name it. But in your face they always do nice.

The deceptive snake will ask everyone to keep his comments about you secret. Usually they are so good at what they do that you will probably only find out if someone reveals the secret.

Plan of action

Those who fall victim to a bully often feel helpless. But no matter how difficult, there is something to be done about bullying.

Say something about it right away

As with many things in life prevention is better than a cure. A bully likes to choose the path of least resistance. If someone treats you incorrectly and you immediately say something about it, you can prevent yourself from becoming a suitable target for further harassment in his or her eyes.

Those who are confronted with bullying behavior for the first time sometimes want to “put it away” (with the thought, “oh well, it’s just a joke” or “they just have to blow off some steam”). But even though the bullying behavior is not so bad in the beginning, I suggest you to not let it go. If a skewed power relationship has already developed between the bully and the target, it may be almost impossible for the target to recover.

Here is how to call a bully to order:

Draw attention to their norms and values ​​(or actually the lack of them).
With for example: ,, I know you want everyone to feel appreciated, but if you do or say that, the opposite happens. Can we try something else in the future? “

Explain why it is a problem
For example: “If you do or say that, it makes it difficult for us to maintain the right atmosphere in the team.”

Repeat their name as much as you can
With for example: ,, Joe, I hear what you say. But Joe, I think you should stop this. I treat you with respect, Joe, and I want you to do the same for me. “

In addition, you must not forget your body language. If you want to say something about it, but it makes you nervous, it will be reflected by your folded arms, curved shoulders and gaze down. Even though you are not, try to be confident as you put the bully in place. Stand up straight, arms along your side and nose up.

Record the bullying behavior and your own performance

If you think you’ve missed the opportunity to do something else about the bullying, you should start taking notes. Keep a diary with who, what, when and why of what you experience. If you are bullied during a meeting, immediately write down who was present at the meeting, what was said and why it happened. Try to describe all this in as much detail as possible. If you want to report the bully at a later stage, you can provide enough evidence of the behavior that is bothering you.

In addition, make sure that you keep emails or other evidence supporting your side of the story. If your work performance is under fire, collect documentation that proves the contrary, as well as any compliments you received from others about your performance.

Take care of yourself outside working hours

Being bullied can take a huge toll on you, both at work and outside of it. It can help to balance this harmful influence with positive experiences outside of work. Do something outside of work that makes you feel good about yourself. That can be a team sport, yoga or something completely different that will make you happy. In addition, spend time with friends and family and seek support from them. But remember: if you constantly pour out the misery of what you experience at work on the home front, it can put pressure on your relationships with your loved ones.

Also consider seeking help from a psychologist or other mental health specialist. It is best to look for someone who has experience with or specializes in processing trauma.

Know the rules

Standing up for yourself can be scary, but be aware that you have the right on your side. According to the Occupational Health and Safety Act, bullying falls under psycho-social stress, and employers are obliged to pursue a policy that prevents or limits this form of work stress.

If the harassment is based on religion, belief, political affiliation, race, gender, nationality, heterosexual or homosexual orientation or marital status, the employee is also protected by the Equal Treatment Act. 

Talk to your manager (or someone else, if your manager is the bully)
Explain to your manager or supervisor what is going on and what you have already tried to stop it. In this way you show that you have already shown initiative to solve the problem and it is not your fault.

If you are bullied by your boss, check for yourself whether you trust his peers or superiors enough to tell them about your problem. Try to find out what the mutual relationships are between these people and your bully. If the person you turn to turns out to be the best friend of your bully, he will be told that you have complained, after which the bullying behavior may only get worse. Also colleagues with whom the bully has already worked together at another company or the person who hired the bully should not be trusted for this reason.

Talk to someone at HR or someone else with power

You can also choose to go to human resources. You must then consider what kind of HR person you will be dealing with. Someone who is concerned with employees and work culture will come to your aid sooner than someone who is on the rules and does not want to bend them.

An even better option than HR is to switch to someone in a high position within the company who will listen to “a plan to save the company money”. With the documentation that you have collected, you then explain to him or her how much money the bully actually costs the company as a result of the faster staff turnover, more absenteeism, a loss of productivity and more. From your notes you can learn various examples of how the behavior of the bully has cost the company time and money.

Search for a new job

Consider what you want to achieve with this conversation. Does that person have to be transferred? And what is your plan if what you want does not happen? If you then prefer to leave, that is ok. Your dignity, self-respect and mental well-being are worth so much more than a pay slip.

No matter how hard you fight against it, many bullying situations end with the target being the one getting out or getting fired. Therefore, start looking for other job opportunities as early as possible. If you decide to address the problem, it can give you peace if you are already working on other options.

Become your own boss

In our internet age, maybe one of the best options is to start your own internet business, as I did, with the best support there is. Read here about the world’s best internet business support program in my personal review.

Can your Employer Legally reduce Your salary?


Almost anybody’s wages (not for the “at will” jobs in the USA) form part of any employment contract and are therefore a very essential element. This applies to the regular wage as well as to the supplements such as the end-of-year bonus, holiday pay, etc. and the benefits. Cutting wages is more often done in companies or organizations that are struggling. But it is not that easy for your employer to just give you a lower wage. During our career, of course, we all hope to earn more and more as we gain more experience. Fortunately, most employees see their income grow steadily over the years, but what if the opposite happens and your employer suddenly decides to reduce your salary? Can they just do this or are there limitations? I will go on describing the situation in Western Europe and the USA specifically.

This is what the law in many west European countries says:

Contract = binding

Every employment must be sealed with a contract. Whether that is a permanent contract, an internship contract or a fixed-term contract: you must under no circumstances start working for you and your employer without signing a legal agreement. The employment conditions and wage details must be included there, among other things, and these provisions are binding on both parties. It is therefore not possible to deviate from this for the duration of the contract, unless the employer and employee mutually agree to change the contract.


Different position, different wage?

So good news: since your wage is a fundamental part of the employment contract, your boss may under no circumstances adjust it to his advantage. If he / she wants to transfer you to another position with a lower wage or not, he will have to draw up a new contract for this and first and foremost dissolve the previous one. If you do not agree with this, he must first fire you and, as is known, this is only possible under strict conditions. However, if you have a fixed-term contract and your boss does not want to extend this, he can offer you a new contract with different employment conditions. But here too, the decision on your wages must be made in mutual consultation.

Contract breach

If your employer reduces your income while your contract is still running, unilateral change will result in termination. In other words, your boss will break the contract and the employment contract will be suspended immediately. You are then entitled to a statutory cancellation compensation from your superior and you can possibly demand additional compensation. For this you seek best advice from your union or an experienced consultant.

Conditions that were added afterwards, such as a salary increase or company car, cannot be taken away by your boss.

What about an acquisition?

Here too, the contract that you signed with your old boss remains in force. According to a European directive, CAO 32 stipulates that your new employer may not change anything, regardless of what he / she agreed with your former boss, and even if the new company falls under another joint committee.

In exceptional situations, a court may allow a change of position if this is necessary for the survival of the company. If, however, no new collective labor agreement is drawn up that mentions an adjusted remuneration, such a change in position can only be accompanied by a wage decrease if you explicitly agree to it. Therefore always pay attention when you sign a new agreement!

Employer’s rights

Your boss has a limited right to make unilateral changes based on his right to custody, but this is very limited. If the employer crosses a certain limit, a judge will infer from this that he actually no longer wants to correctly implement the agreement and that he therefore breaks. The employer then owes a severance payment.

The case law imposes strict conditions to be able to speak of a termination by unilateral change: it must be a fundamental (major), unilateral change of an essential (important) element of the employment contract. This distinction is sometimes difficult to make and can best be assessed by specialists.

Please note: paying wages too late will not be sufficient to be able to speak of a termination by unilateral modification.


With expense allowances it is less obvious. If the expense allowance is a reimbursement of real costs then this is not a wage so that the employer has greater freedom here. If the expense allowance was previously intended as a social security-friendly part of your wage, the employer must in any case stay away from it.

How about the USA and its pay cuts?

In the USA they like to talk about pay cuts. A pay cut is nothing else than a reduction in an employee’s salary. Employers often use as the reason for pay cuts that they are made to reduce layoffs  saving the company money during difficult times. In this way a pay cut may be temporary. But under circumstances they may become permanent, and may or may not come with a reduction in responsibilities. Some pay cuts might also affect employee’s raises, bonuses, and other benefits.

When Can a Company Reduce Pay?

In the USA workers are predominantly employed at will, which in practice means that when workers don’t have a formal employment contract or are covered by a bargaining agreement that they can be terminated, demoted, change job description (what to do there click here) and have hours reduced or pay lowered at the company’s discretion.
Your employer doesn’t need a reason to cut your pay or reduce the hours you are scheduled to work. Unfortunately, employers can, in most cases, cut your pay or reduce your hours with impunity.

Legal Protections for Workers?

If your employer intends to reduce your salary he is legally bound to give you notice. If an employer cuts an employee’s pay without telling him, it is considered a breach of contract. Reducing salary is legal as long as it is not done discriminatory (i.e., based on the employee’s race, gender, religion, and/or age). To be legal, a person’s earnings after the pay cut must also be at least minimum wage.

There is also the difference between exempt and non-exempt employees with regards to paying overtime. This refers to  whether the employee is covered by the overtime protections afforded by the Fair Labor Standards Act (FLSA). Even with a pay cut, non-exempt employees – hourly wage earners who make less than a certain amount per week – are generally guaranteed overtime pay. An exempt employee would be one that met the criteria for not being entitled to overtime pay. This means earning at least a certain amount of money and meeting certain “duties tests (salaried workers are classified as exempt).

Like in Western Europe countries, workers in the USA with individual employment contracts or protections under union contracts are typically shielded from salary or wage reductions during the periods covered by those contracts. In those situations, an employer cannot arbitrarily cut your pay or change your hours.

How much they can reduce?

If you’re an employee who isn’t protected by a bargaining agreement or employment contract, there is no set amount that you have to be paid. However, employers cannot reduce wages to a level which is lower than the minimum wage in their state.

Final thoughts

There is a big difference between the work situations in the Western European countries and those in the USA. People in Europe are better protected that their US counterparts as they will have contracts and unions, whereas in the USA a lot of workers are there at will.

However, in both areas the employees have certain legal rights, which employers have to stick to.

I think, however, that the workers in the USA are much less protected from getting unemployed than in Europe. Hired at will simply means that reducing salary, changing job descriptions or even getting fired is almost entirely at employer’s discretion. For those of you who find this too risky, why don’t you start earning extra money as your own boss simultaneously? You can work from home on your own website in your own time. And who knows you might be able to quit that job in the future.

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Are you Happy at work? Try listening to your Body’s signals


Do you ever ask yourself the question whether you are still happy at work? Your body signal’s can tell you more as it has probably known that for a long time. Everyone has headaches, but if you always get it for that one meeting, then there is more going on. If you learn to listen better to physical signals, you discover that your body is wiser than you realize.

Palpitations and sweaty palms for an exciting presentation, that doesn’t sound illogical. If that also happens on a normal office day, then it is time to listen to your body signals. Your body often responds to situations before you realize it. Why wouldn’t you use that knowledge of your heart and lower abdomen?

I would like to make a stand here for listening to your body signs. Our body is so wise, but most people are no longer used to listening to it and, indeed, to act on it. We live so much in our head, in our ratio, that we seem to have forgotten that there is more. Read on and find out how it works and if you really are happy at work.

Suppressing emotions

We are so used to ignoring the signals from our body that, if we are in pain somewhere, we take a paracetamol and just continue with what we were doing. If an emotion arises, we push it away, because that doesn’t fit right there.

However, if there are signals from your body, your body wants to tell you something. Maybe that one little jolt wants to tell you that you should take it easy. Maybe that emotion wants to tell you that there are still some unprocessed issues waiting for you. By suppressing the signals and emotions, you often make things worse.

Aches and emotions

When your body hurts somewhere, that is a signal. If you do not rest at such a moment, but continue in the highest gear, your body cannot start to clear up the cause of the pain. Your immune system only works from rest.

Because you create a lot of adrenaline, when you are working so hard, you often do not feel what is going on in your body. Your body shields the signals, so to speak, so that you can continue. But the signal is there. When you take a break, you will feel that you are in pain. Once you feel that, do not go even harder, but get more rest so that your body can recover.

The same goes for emotions. If you suppress emotions, they will come back extra hard later. An emotion wants to be felt. As soon as it is felt and processed, it dissolves. So do not avoid your emotions, but allow them. Investigate why you feel that way. Often emotions have to do with your own beliefs about something, or is it something you are processing. View where your emotion comes from and then release it.

Body wisdom

A psychologist wrote a book called: Inside you know everything – Handbook for body wisdom. It distinguishes three zones with which we perceive the world. With the zone of the head we look ahead and we work purposefully. The zone of the heart helps us to feel what we and others need. With the third zone, that of the abdomen, we observe very sensibly whether something is tasty or fine, also related to previous experiences.

Imagine what happens if you systematically ignore the last two observation systems, and trust and respond primarily to your head. It seems tough to ignore your headache and keep going, but then stress or even a burnout lurk.

Responding to stimuli at work

Listening to the signals from our body is therefore much more important than we think. We see ourselves as thinking creatures; we have brought the technology to a great height. But physically not much has changed in us. In fact we still walk around like wild animals in the jungle. There are all sorts of incentives, and we have responses to that. 

We do not realize with our head, but our body has often responded to the situation for a long time. That goes through the two nervous systems that we have: the parasympathetic, which regulates rest and relaxation, and the sympathetic, which is related to fleeing or fighting. We scan every situation in our body: is there danger, do I have to do something? Or is it safe and can I survive here?

Our body may be in the jungle, but the danger is no longer a tiger with long teeth. That is why we take that body less seriously. The modern dangers are, for example, a poor assessment of a manager, an exciting presentation, or an overly full agenda. Not immediately life threatening, but stressful.

Our body still responds with a fight or flight response. With a sudden rise in adrenaline. In addition, imagine that we have to process much more incentives than twenty years ago, while our parasympathetic nervous system of rest and relaxation is the same. Your body has known for a long time whether you are happy in your work. That way you listen better to physical signals.

Tightened shoulders

In short: the balance is lost. We sometimes do not even notice if we are typing with cramped shoulders, or are preparing an important meeting with increased breathing.

It makes sense to practice, and to use the knowledge of your body to your advantage. What do you notice in your chest or abdomen when you think of a certain assignment? And if you have doubts about something: at which option do you feel your throat tighten, or most of the room in your chest?

Maybe it’s surprising, but it is noticed that men can feel very well. Women are more socialized anyway, and then they are busy with what their head needs. But there is nothing as earthly as that body. Everyone can do it. The only thing that is needed is the willingness to listen to your body. 

Final thoughts

When you want to know whether you are happy in your work, listen to the signs that your body gives. Have a headache at work on a regular basis? Your body is protesting and giving a signal that something is not right. You better find out what it is. Not listening to your body can mean a decreasing health, both mentally and physically. No place of work is worth it to let your be adversely affected, it might be irreversible sometimes.

Taking action is the operational word here. Find the cause and do something about it, even if you would have to leave that company. Who knows something good might arise from it, like for example start becoming your own boss. This is nowadays very much possible with the aid of the internet. Want to see how this could work? Read here my review on the world’s best internet business support program. A chance of a life time!

Can your Employer change your Job description?


Many of us accept a certain job with a suitable job description, which works two ways. You know exactly what is expected from you and your boss knows on the points to appraise you. But what happens when your manager just changes it? Is it acceptable for an employer to change a job description after a person has been hired? When can an employer change your job responsibilities? In many cases, employers do have the right to change your job description in order to meet the needs of their organization. Read on and find out what you can encounter and the ways out of this. An example from the western world and then some more specific to the USA.


The company where Joe (33) has been working for a few years now, makes less turnover, which forced a number of colleagues to be fired. Joe is really happy that he can continue to work at the company, but his boss now wants him to perform other tasks. Because of the dismissal of his colleagues, there are now tasks unperformed. Joe finds himself in a dilemma: the thinks that the tasks he has performed are far better for him than the ones that his boss wants to give him. But is Joe in a position to refuse?

The issue

A change in your position can be seen as a change in employment conditions. This usually means that an employer asks an employee to perform another job at a different salary. However, an employer cannot simply do that.

An employer can request the employee’s consent to change the employment contract. Among other things, it is important that a reasonable time-out has been observed. If both the employee and the employer agree that the position is being adjusted, there is no cause for a problem. The problems come when one of the two parties wants to see a change, while the other wants it to remain as it is.


In practice it happens that an employee is asked to do, temporarily or otherwise, work other than what he was hired for. For this reason, employment contracts often stipulate that the employee must also perform all occurring and / or reasonably assignable work. Earlier court rulings have shown that an employee cannot simply reject the employer ‘s reasonable proposal. I think this is normal and everybody should see the challenge in that.

When a job description is going to be changed, it is first of all important to know why an employer wants to change that job. Maybe he  just expects that the employee will be relocated to other suitable work where possible. It is also possible that an employee has to stop work because he is not functioning properly. In the event of malfunctioning, the employee must first be informed of this and be given sufficient time and opportunity to improve the work.

In other cases it can be assumed that the employee’s consent is required to change an agreed job. An employee must, however, be flexible in this and accept reasonable proposals from the employer. In some cases, the employer can adjust the position to some extent without the employee’s permission. In that case it cannot be deduced from the employment contract or collective agreement what the position, activities, working hours and place of work of the employee are. It is also possible that the employment contract entails that the employer may determine or change these subjects. This power to unilaterally adjust the employment contract does, of course, have its limits too.

The solution

The question for Joe is whether his boss makes a reasonable proposal to him. Whether a proposal is reasonable depends on all the circumstances of the case. With a job change, the new job must be at a level that is comparable to the original job. 

Joe can now look for the best way to include his position in his employment contract. Is his position very clearly defined there? If the employer wants to change the working time, workplace and activities, the employer can do this. He must, however, act reasonably and observe the limits of the law, collective agreements and employment contract. However, the employer may not change the activities in such a way that this actually changes the agreed position. The work to be changed must match the position. 

Is it about work that really does not fall under Joe’s position, or does the employer propose to adjust other things such as wages or expense allowance? That just can’t be without the employee’s consent.

Situation in the USA

In most states, employees are considered to be hired at will meaning that their employment is voluntary and they can quit whenever they want. It also means that their employer can change their job or lay them off or reduce salary as they see fit. However, state laws do vary so check with your state department of labor for information on the law in your location.

Employers cannot transfer staff to another job in order to discourage an employee from taking a leave. In addition, workers are guaranteed access to a substantially equivalent job upon their return to the workplace after completing a leave.

Best Practices

Aside from these legal considerations, best Human Resource Management practices suggest that employers should seek employee agreement before making major changes in work roles and should redraft job descriptions to make the new role clear. Generally, morale and productivity are enhanced if workers approve their new job description.

If you are concerned about your job responsibilities being changed, it’s a good idea to see if you can discuss the situation with your manager or your company’s HR department to see if there is a way you can work out a solution that is agreeable to both yourself and your employer.

Other ways out

Some contracts are neither in writing nor stated explicitly, but are instead implied from all of the circumstances. For example, if the employee  handbook sets out a pay schedule and states that employees may be fired only for a specified list of reasons, that could create an implied contract. An employer that deviates from the promises in its rules and policies may be legally liable.

For example, even at-will employees are protected from retaliation for reporting discrimination, harassment, unsafe working conditions, and so on. If you complained of sexual harassment, and your employer responded by demoting you, that would not be legal. Even though your employer has the right to demote you generally, he does not have the right to demote you for illegal reasons.

Last resort: getting legal help

As you can see, even at-will employees have certain rights, including the right not to be subjected to illegal working conditions. If your employer disciplines, fires, or takes other negative actions against you because you have exercised a legal right or refused to do something illegal, you should consider a consultation with an employment attorney.

But there is another way out of this, which I am giving below!

Final thoughts

If you have an employment contract that limits the reasons for which you can be fired or sets the terms of your employment, your employer must abide by the agreement. The contract is a legal agreement that both you and the employer have to honor; to change its terms, you have to negotiate a new agreement.

If you’re employed at will, your employer doesn’t just have the right to fire you without notice or cause. He can also modify the terms and conditions of your employment without notice or cause. Of course, you are free to quit and look for other work if you don’t like these changes. But your employer is free to make them without running afoul of the law, unless the employee is acting for illegal reasons.


But what if you do not like change at all? You are perfectly ok with your current job and have the greatest fun. You want to go to a situation that this can never happen again. In such a case, why you do not become your own boss? There is now a way for everybody to do so through the internet. For example, you can become an affiliate marketer with the right help and support program. I am explaining how this works here and simultaneously will be reviewing the world’s best scam free program there is. See you there.

No Money for extra Salary, but Shareholders experience Wealth maximization


Stock exchange listed companies such as Shell and Unilever are flush with money and are buying up their own shares. That is beneficial for the shareholders. Employees grudgingly see, however, that there is no money for more wages.

Shell, IBM, Unilever, Walt Disney, JP Morgan Chase, Chevron and Apple. It is only a small selection from the list of listed companies that purchased their own shares. And not in small numbers. For example, Shell bought EUR 25 billion of its own shares. Unilever for 6 billion. Equity is also involved with other listed companies. In the US, more than $ 1,000 billion in own shares were purchased by companies last year. 

What is happening here? Read more and find out why you get no extra salary, but there is cash for the shareholders. And if you do not like this, find the perfect way out.

Why buy your own shares?

Making money for shareholders is really the American answer. Serving the interests of shareholders, says UK law. That means making as much profit as possible and distributing a large part of it to shareholders. This is different in many European countries. In the Netherlands, management must pay attention to the interests of all its stakeholders.

Stakeholders being those entities or persons holding a share or interest in a company that can affect or be affected by an organization’s actions, objectives and policies. Some examples of key stakeholders are creditors, directors, employees, government (and its agencies), owners (shareholders), suppliers,unions, and the community from which the business draws its resources.

Shareholders are important, but not the most important. A shareholder (also stockholder) is an individual or institution, including a corporation,that legally owns one or more shares or stock in a public or private corporation. Shareholders may be referred to as members of a corporation. So, why the focus?

Buying shares is popular 

The reason is simple. Companies will generally have more money than they need and they want to return that to the shareholder. That is fine in itself. Cash must initially be used for investments and possible acquisitions. But that must be profitable. In addition, a company must maintain a buffer for bad times. And then the shareholder comes into the picture. After all, they invested in the company. But is it logical to only take care of them?

Giving money back

That period has now arrived. Some companies swim in money now that it has been doing well with the economy for a few years. They have so much that they can not invest it all anymore. And they do not want to throw away money by doing too expensive acquisitions. So the money goes back to the shareholder.

You can do that in two ways. You give a higher dividend or you buy your own shares. The company has to withhold taxes on dividends, so part of the profit will go to the tax authorities. For the purchase of own shares, there is generally no need to settle anything with the tax authorities. So, there you go, it is a tax issue and thus companies buy their own shares.

Increase in share earnings

The logic behind the purchase is that there are fewer shares left in the market. The profit therefore needs to be divided over fewer shares. The earnings per share will then increase and that is favorable for the share price and therefore the shareholder.

The fact that companies give the surplus cash to the shareholder is no more than logical. After all, they have made risk-bearing capital available to the company. They are rewarded for that. But again, why only them?

Criticism on this reasoning

Some people say this needs to change. They want staff to benefit also from the rising profits of companies by giving them a wage increase. They claim that companies make high profits thanks to the low wages of the staff. In the past twenty years, employees have received an ever smaller share of the cake. They want employees, who are stakeholders as well, to have a say in the distribution of profits. The shareholders take off with the money, the employees get a higher energy bill. That sounds not correct.

Others doubt this approach and say:  Why do you have to pay employees more than market wages? Good employees who are decisive for success get a real salary increase, or they switch to the competition. They argue that companies invest more money in internal training. That is good for the company and for the employee. 

To my opinion this is beside the point as they did not talk about salary increase but a share of the profits that they have contributed to, like a 13th month, a bonus or similar.

More criticism

Criticism also applies to the purchase of own shares from a completely different angle. This could lead to capital destruction for the shareholder. In itself it is fine that excess cash goes back to the shareholder. But often, shareholder value is often destroyed with purchasing. 

That has to do with the timing. Companies buy shares when they have money left. And that is usually in times that things are going well. And if the company is doing well, the price is high, so the companies buy their own shares for a relatively large amount of money.

And they just issue shares if things go bad. This leads to hefty capital destruction. Here is an example. Experts point to the ING (Dutch bank) which bought five billion euro shares for 2008. When the credit crunch erupted, the company had to spend another 7.5 billion euros on new shares at a much lower price.

Another example

We thought we had learned something from this crisis, but the opposite is true. Companies do exactly the same as in the nineties and before the credit crisis. Experts recognize the criticism. Practice shows that companies buy shares at high prices and issue shares at low prices. That is why it is often better to pay more dividends. 

Dutch Telecom concern KPN bought 1 billion treasury shares between 2004 and 2011 for an amount of 10 billion euros in total. In 2013 it went bad with the telecom concern and the company had to raise three billion euros to improve the financial position. The share price was then so low that KPN had to issue 2.8 billion new shares. On balance, KPN issued 1.8 billion new shares. The company did not, however, earn any money, but it received 7 billion euros.
And KPN was no exception. Aegon, steel company Arcelor Mittal and publisher Reed Elsevier also had to issue new shares during the credit crisis, while in the previous years they paid top prices to buy back their own shares.

My conclusions

There are good reasons for companies to buy their own shares in order to help shareholders. In my opinion there are also good reasons to give employees their share, as they contributed to the well-being of the company. Yes, shareholders take some risk, but it is the hard work of employees that generates the money.

Buying your own shares may carry the risk of future down turns and the need for new capital, but at lower share prices.

I personally know a company that shares their profits with its employees in the form of several months bonuses, depending on the profits.

Do you work at a company that does this or does your management only care for shareholders? In case of the latter, do you want to get back at them by becoming your own boss?

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