What if your Boss asks you to Break the rules?

Introduction

How do you let your boss know that you are not willing to follow certain orders? The best way to resolve a conflict situation is to look for a win-win situation for both parties. However, that becomes even more problematic if your boss asks you to do something ethically, morally or legally reprehensible.

boss wants you to break the rulesSome experts in the business have described tactics (7 in total) that you can apply in such a situation; an approach that they call ‘fundamental resistance’. I personally would call it CYA, because if you have to comply, you could end-up in serious trouble. The recommendations are arranged according to intensity, from low to high, depending on the type of manager you have before you. I have added a number 8, which can be followed as your leaving becomes the only way out. Read more and you will discover what can be done if your boss asks you to break the rules. Here we go:

1. Say: “I am concerned about your interest”

Talk to your boss about his sense of self-interest. Perhaps he / she is not well aware of the consequences of the requested actions. So show him the outline of possible dangers, costs and consequences of what your boss has just asked you. With this you immediately indicate your inconvenience with the situation, and you give your boss a way out to withdraw the request without suffering a loss of face. When he is still not convinced, you might ask him to give his orders in writing. I assure you that in most cases it will not happen.

2. Is your boss feeling guilty?

Few people will feel that they are inherently bad. If you do something bad, youboss also has a good side usually feel guilty about it. By emphasizing the better and cleaner option, you can capitalize on the better side of your boss and increase the chance that he / she sees that there are better roads to Rome. This looks like a very simple one, but is often forgotten and works very well in many cases.

3. Just say ‘no’

If the first two options don’t work, it’s best to just refuse the orders from your boss. But you can’t just say “no” to your boss. 
It’s not for nothing that the boss is the boss!  Yet there are many situations where it is wise to do so. And do not opt for a passive communication style if you have to say “no”. It is certainly not the intention that you, standing your ground, reject every request. Saying ‘no’ to your boss can even work against you in a number of cases. 
If the requested work is illegal or unethical enough, your boss should at least understand why you are not willing to cooperate, and hopefully also realize that the whole may not be a good idea.

4. Be harder

Is point 3 still not working? Then seek the help of others. Talk to colleagues and ask for their advice and support. After all, you are stronger together. If your colleagues do not dare to speak up, you can consider playing whistle-if you have to be hard then be soblowers internally and go to a higher manager. If your boss does not have a direct manager, you may be able to address an HR manager or a works council. Mind you, you should have tried with your direct boss first, do not go over his head without him knowing.

Another caution her: be careful in addressing the subject to HR, as they tend to chose for the management’s side.

5. Look for attention elsewhere

 

If all of this doesn’t work, and you really don’t want to leave it at that, it is time to look externally for support. This of course has serious consequences for you and probably also for others, so be sure of your case and tackle it well. According to experts, research shows that whistle-blowers are more successful if they have credibility within the organization, do not act anonymously, if the organization is not heavily dependent on what you have been asked for and if you have convincing evidence of its badness.

6. Give your boss a taste of his own medicinetreat boss as he treats you

The third highest level in terms of intensity,comes when it is time to think seriously about what you are doing. But in some cases, depending on what exactly you are asked to do, you can of course turn the situation around by doing to your boss exactly the same thing and letting him / her see in this way that this is not a correct course of action. But as with the previous one, it may have serious consequences.

7. Go to court

As the very last resort you of course have the option to take legal action. This is very expensive and will most likely damage your relationship with your boss irreparably, but if your reluctance against your boss’s request is large enough, it may be worth considering. If this is ever going to work out well for you, I do not see right now. I guess it all depends on your specific situation.

8. You could choose to leave

This could be a serious option if your boss (and company) ask you to break the what if you quit?law in doing something and any of numbers 1-8 failed to do the trick. Yes, the boss will always bear the responsibility, but you acted on his request. And what if he denies having given such an order? In fact, the tips 5-8 may just have the result that you will be forced to leave. And I think that you should not be afraid of that. Instead you should be afraid of the consequences when you would execute your boss’s orders and thereby breaking the law. See my recommendation number 1 below.

Final thoughts

What you may have noticed is that this blog post mainly writes about the content of the task. Actually there is no question of saying ‘no’ to your boss but you say no to work. Moreover, you only do that if there is a good reason.

Remain realistic! Saying “no” to your boss is often also in your boss’s interest. Explain why you cannot do something better and involve your current duties in it (which you also perform for your supervisor).

Always avoid the word “why” if you want to clarify the question behind the question or the goal behind the goal. Many people get the feeling that they have to be accountable if someone literally asks them why they want something. Make sure you have a nice package. Think for example: “You make me curious! I am very curious what this will yield. I would like to know more about that, can you tell me more about this? “

Back to option number 9 and why you should be open to change. Simply because there are so many options! Look at the internet and you will be dazzled by the quantity of opportunities offered. You will maybe say, this is not for me and I do not want to be scammed. I say this is for everybody and you need guidance to find the right option.

Here is my number 1 recommendation!

You will work from home and become your own boss! Something you can start whilst still at your job as you can do it at your own pace in your own free time. You will be having your own website within seconds, without the need of designing it yourself, and you can choose from many.

always look for options

You will be part of a growing community of people in the program I am proposing. I myself have been part of this unique opportunity for five years and have never looked back. It is scam free, reasonably priced with tremendous support. Read my personal review of this world class program by clicking here.

My review will also give you a link to the program, which will give you a one week and totally free experience of how this program works. No commitments from your side! You can decide to stay and have your first month for only $19 or do as you see fit.

How to Deal with a Toxic Boss?

Introduction

Everyone of us can change as an individual. We can make an effort to improve those sides of ourselves that we do not want to keep. This is something we really should not forget when dealing with toxic bosses. 

Many people prefer to walk away from toxic people, which is probably most advisable. But actually we do not always have a choice especially on the work floor. So the best thing we can do is look for a smart way to tackle this issue. Because poisonous people always find a way to spread their negativity. They want to infect others with it, create a bad atmosphere and destroy the good times.dealing with a toxic boss

Dealing with a toxic boss is not going to be easy. However, with the right attitude and following a number of tips, you might be able to deal with such a boss. And if you are not successful, I will give other ways to opt out below.

Some bosses have few people skills

Unfortunately, managerial incompetence often occurs. That is because too many companies promote people who do have the right technical skills or can present good results, but  do not necessarily have the right ‘people skills’ that a manager also needs.

How do you handle it? Take the reins yourself!
You can be totally discouraged by an incompetent chef, or you can use a different tactic where you focus more on the matters that you do have control over yourself.

Try to understand the incompetence of your boss

Before you judge your boss, you first have to look at yourself. Ask yourself if you are not jealous of his or her position in the company. Or maybe you have try to understand your bossdifficulty with authority by nature. Your assessment of your boss’s incompetence can therefore be unjustly influenced. Thus, try to show some empathy for your boss, so you can view his incompetence in a different way. Perhaps you can then understand better under what pressure your boss is. This is a valuable point, most bosses being under tremendous pressure, however, this can never be an excuse to treat your staff in a bad way. I would see this as a sign of weakness. 

Ask help from outside

Ask advice from colleagues or people outside your work that you trust: you can express your anger about what you see and you can talk about how it affects you and your work. That is not to work together against your boss, but to check your vision. Other people may be able to give a fresh view of the situation. Make sure you ask the right people like family, friends and professionals in business.

Focus on the broader picture

Think about the mission of your company and the well-being of your team. It is the job of every leader to feel what the office or organization needs, and what the needs of the customers are. If your boss does not bring this to a good end, it offers opportunities for you. You do not have to cover up your boss’s mistakes, but focus on what is best for the organization and the team, and how you can contribute to that.  Believe it or not, leadership comes from below as often as it comes from the top.

Do not handle the boss of your boss rudely 

When you work for a chef who does not do his job well, it can be tempting to go to the boss of your boss or another manager in your company. This is a real possibility, but keep in mind the possible consequences before you do this. be business like and politeHierarchy is no empty concept: realize that your boss has more power within the organization than you, and can feel threatened by you. In extreme circumstances, you obviously have a duty to do something, for example if your boss is involved in a crime. Make sure you can prove your story with proof.

This last thing is of the utmost importance. If you come with a clear case about your direct boss, especially when your boss’s actions or non-actions have negative impact on the work, your possibility to succeed will improve considerably.

Take care of yourself!

Working for a toxic boss can also be bad for your health. Experts propose to define your psychological boundaries and protect yourself from emotional damage. We tend to focus on our bad boss who ruined our lives. However, do not forget that you can decide for yourself whether you will continue to work for him or not. You can always give your resignation or request another job. Focus therefore on what makes you happy in your work, not on what makes you sick. You are more likely to have a productive and fun day if you focus on the things you control and on other fine colleagues. If they are not there, well, then you should consider drastically changing the company.

Ignore the toxic bosses 

evade the toxic bossNegativity, cruelty, playing the victim, are some strategies that toxic bosses use. But they always provoke a state of stress in the brains of others. To make this disappear, a smart emotional approach is needed. The key to this is developing the ability to direct your feelings and stay calm under pressure. One of the important qualities of people who know how to deal with stress is actually their ability to neutralize the effects of toxic people.

So, do not fall into the trap. Ignore your boss. You know that he or she will try to attract your attention. He or she will try to provoke you. Do not let this happen. Avoid getting involved in this. You do not have to accept that he tries to chase you with his interruptions, actions or comments. Be benevolent. Be patient. Give him as little attention as possible. Bite your tongue if necessary, so that his poison does not touch you. Be assertive when it comes time to set limits.

Set your limits and defend them

You must know that an attack by a toxic person does not undermine your dignity. In fact, your dignity can be attacked and ridiculed. But you can never lose it unless you give it out of your free will. You do not have to participate in the discussions that a toxic person carries. But you have to set clear limits.

If you go into the defense yourself, you show that you can be insulted. When you set limits, you make it clear that he or she can not attack you. When you are dealing with a toxic boss, his reason and statements are worth nothing. But it is important to be very clear, wise, but firm. Make it very clear that you have the authority over the decisions that are your right and responsibility.

Also keep in mind that you have to set a limit in a conscious and proactive way. If you let things happen just like that, you will constantly get entangled in difficult conversations. When you set limits, you will be able to control most chaos that is caused by a toxic person.

Final thoughts

When you are dealing with a toxic person, you can go on the attack or you can just ignore it. But it is not always necessary to do any of these things. Actually it is sometimes useful to be friendly to toxic people. Because maybe they will have a difficult period in their lives. They may not succeed in dealing with an emotional situation.positive action may do a lot of good

All things considered, that does not mean that you have to let it happen or accept it. In the end we all have our own problems and demons. But when dealing with these situations, try to trade with compassion and forgiveness. It is important that you set limits and let them know that you obviously do not play their game. 

How did you handle your toxic boss? Let us know here.

Whatever you do, you might not be successful and need to find another company as described above. There is another way to avoid very bad bosses: become your own boss and work from home!

How to do this? Become an internet entrepreneur, everybody can achieve this with the right program to support you. I have reviewed the world’s best available support program by becoming a member myself. Click here to see the article for the chance of a lifetime!

 

 

 

 

What are the warning Signs of a Toxic Boss?

Introduction

A toxic boss is someone who misuses his position and the power that this position provides him. Psychological studies focused on work situations indicate that good relationships between colleagues lead to better productivity and more progress. Despite these studies, however, there are still enough bosses who use methods and behavior that are detrimental to their employees and companies.

These kind of ‘leaders’ carry a sort of feudal heritage with them. They have an autocratic idea of power. That is why they do not worry about their behavior, warning signs of toxic bosshowever harmful it may be. They see the company or organization as a machine that must function properly. Their subordinates are only gears in that machine. Toxic bosses are more focused on the results than the process.

Researchers discover time and time again that positive leadership leads to greater efficiency on the work floor. Recently coaching leadership has come to the fore and in the long run, democratic and horizontal models generate more respect and thus productivity among employees. An authentic leader exerts his moral authority above all. He is not dependent on coercion or punishment to ensure that his employees are committed to the business objectives. Instead, he motivates and rewards them. This encourages a sense of belonging and motivates employees to be more involved in their work.

Below I will discuss some of the main warning signs that these toxic bosses exhibit.

A toxic boss is arrogant

Toxic bosses believe that their power makes them better than everyone else. It does not matter how they ended up in their position, they always feel superior. Moreover, they believe that they have the right to treat others as less important, just because they are the boss.

This arrogance manifests itself in body language, their way of talking and their style. Toxic bosses want to be intimidating. They interpret the fear of their employees as something positive. Their arrogance is always more related to uncertainty and lack of confidence than true superiority.

I always called this management by fear, although I did not exactly understand why. Now I do.

He does not know how to listen or communicate

One of the most obvious signs of a ‘poisonous’ boss is how difficult it is for him to listen to others. These types of bosses believe that listening to their employees makes them unjustly important. They assume that if they listen to their subordinates, they will take their power over them.

Toxic bosses also do not know how to communicate. In fact, their instructions can be unnecessarily complicated. They do this on purpose to make an impression or even to intimidate their employees. A poisonous boss speaks in absolute terms in an attempt to emphasize that he has the last word about everything. It is common that poisonous bosses do not appreciate what others say. They can do this with indifference or by doubting their employees in a disrespectful way.

He is controlling and not flexible

Toxic bosses do not understand the difference between maintaining and controlling. They are also unable to see the difference between guidance and orders. They do not trust the people with whom they work. That is why they think that micro-management is the best strategy. They assume that their job is to control and punish what they find inappropriate behavior. Find out more about a micro-managing boss here.

The toxic boss is yelling at his employees

boss yelling at employeesToxic bosses are also not at all flexible. They see situations completely in black and white. They believe that strength is the same as inflexibility, and if they are not extremely strict, people will see them as weak. That is why you can not question their orders and they hardly explain their ideas. Their employees have to do everything exactly as they say, otherwise they will be punished.

He does not know how to deal with conflicts

These types of bosses see anger as something favorable. They believe that bad moods and irritability are signs of a serious and responsible employee. So they interpret these qualities as expressions of dedication and solidity. That is why they often sound annoyed when they give orders or ‘solve’ problems at work by shouting. They think they have the right to give their employees a scolding.

If they have a problem with an employee, it is their solution to impose new orders or to give a kind of punishment. It does not matter to them whether the people they work with feel uncomfortable. If other people do not follow the rules, they get angry and they see these people as weak. A poisonous boss creates a tense and oppressed working environment. He thinks that this will encourage his employees to work harder. However, quite the opposite is true.

He rejects the initiative of others

Taking the initiative is a sign of autonomy, strength and skill. That is why a toxic boss feels threatened by an employee who takes the initiative. They may even think that these types of workers are going beyond their limits and challenge the authority. Toxic bosses reject everyone with ideas for innovation or improvement.

And in their performance assessment they will still claim that you are not pro-active!

He can not deal with time

Good time management is essential to guide staff and prevent problems. One of the things that makes someone a bad boss is bad time management. This includes poor planning and prioritization of activities.

Bad time management creates a chaotic workplace. Employees often have to finish their work in record time. Or there will be times when they have nothing to do. In these cases, the workplace feels unstable and disorganized. As a result, employees feel stressed and tense.

He does not know what his employees need

Bad bosses have no idea what their employees need. In fact, they have no interest in finding out. They believe that personal things are inappropriate or even irrelevant in the workplace. They see the personal life of people as an obstacle to getting work done.

The toxic boss does not respect his employees

A toxic boss believes that the personal needs of his employees have nothing to do with his responsibilities. Because they see everything in black and white, they assume that personal problems are just an excuse that employees use to justify a missed day or incomplete work. Toxic bosses find it very difficult to see their employees as ‘complete’ people.

Employment law around the world is trying to protect workers, but the reality is that there are many bosses who push the boundaries of what is legal. They subtly ignore the rights of their employees and hide their offensive attitude behind the unpredictability of human relationships.

Final thoughts

A toxic boss depends mainly on fear. This is the tool that a toxic boss uses to ensure that his employees adhere to business goals. Although this model works in the short term, it will lead to a stagnating organization in the long term. In addition, employees will feel frustrated and ready to leave as soon as the opportunity arises. A toxic boss is harmful to the organization as a whole.

Toxic bosses are in abundance in times of crisis. They know that they can cross the border and that most of their employees will not say anything about it because they are afraid of losing their jobs. Nevertheless, all employees must know their rights and be aware that they can say something in a respectful way if they feel that they are being treated unfairly.

In my next article I will inform you how to deal with a toxic boss, which you can access by clicking here.

9 Things you Never talk about at Work

Introduction

I bet you will probably know some people that everyone hates at work. Why would that be? Simply because they say the wrong things, at the wrong time. I am certain you will do your best to avoid meeting them as much as you can.things you never talk about at work

And if you worry that you might be that annoying person in the office, then here is a reassuring thought: you are not, because people who are really irritating do not think much about their own behavior. Even if you have come to the conclusion that some colleagues might be allowed to say anything they like, there are still nine things that you should never talk about at work, neither to your colleagues, nor to your bosses. Finally I will also give you my ultimate solution to bad bosses and self serving colleagues. So, here we go.

1. Your relationship issues

You may think that everyone around you at work is also really mature, but a lot of people stop growing up just after finishing their education. This means that if everything goes well in your love life, frustrated single colleagues do not want to hear about it. But if your love life collapses, then it takes only one person to hear something about it and then announces it to the whole community. Suddenly you are the talk of the town and not in a positive way.

You should also realize that gossip about a relationship gets worse and worse with every person who hears it. It starts with telling your friends that you have some problems with your girlfriend, and before you know it, you will be summoned by human resources for domestic violence.

Unless you get married or you get engaged, the status of your love life does not interest anyone outside yourself.

2. Health problems 

Talking about your health problems for twenty minutes at a time can be very curing to you. But what would you say if you had to listen non-stop for half an hour to a problem that does not concern you at all? It may be tempting to open up to the first person you meet about your chronic bronchitis, but most people do not really care, even when they ask for it politely. Unless it’s your friends, you’ll only annoy them with your stories and be unpleasant to them.

So, keep it to yourself, unless it really puts a heavy burden on your performance at work. And if you make a small health problem unnecessarily big and stay home, you could become the most irritating employee in your office.

3. Religious beliefs

Religion is still a subject that deeply concerns many people. As a result, it can also cause a lot of division and it can very easily and quickly change into a heated discussion.

I know that the temptation to convert your colleagues to your way of life is great, but you should refrain from this. If you are a zealot, you will only make people unhappy. Keep religious conversations limited to your home environment, unless you share the same belief with a colleague.

4. Your sex life

This should be self evident, but it is good to repeat again. Never talk about sex when you are at work. Never. Not even if you are with your trusted group of colleagues. Nothing makes people, who happen to have not much of a sex life, run faster to human resources than your stories about your hot nights and secret indiscretions. And that is difficult to explain to the people in the HR department. No matter how you turn it, you will always come across as a big ass-hole.

5. Your personal finances

Of course you will be aware that not everyone does equally well. We do not have the same income or spending pattern or sudden and unexpected expenses. So if, at some point of time, you are strapped for cash (which happens to the best of us), deal with it in a mature way and do not talk to anybody about it.

On the other hand: if you are lucky enough to have a good full income, no need to show it off. Those who are not in the same financial situation will hate you for it. You may think that you make an impression on them (and you almost certainly do), but secretly they wish you the worst.

6. How much you earn

This is a subject that should not be a taboo anymore, but unfortunately it still is. You may think that something has to be done in the company for too large salary differences between you and your colleagues. But the reality is different: people are really sensitive about this. A simple conversation with a colleague about an annual salary can quickly get out of hand and then find its way up the ladder. It is up to you whether you want to sacrifice your reputation at work to show transparency in salaries, but I would advise you not to do it.

7. Strange hobbies

It is not so bad to discuss your love for science-fiction and action movies with your colleagues. But if you really have a deviating hobby, such as collecting ecstasy pills or tattooing cars, you can better keep that to yourself.never talk about strange hobbies

That is especially true if you are new to the company. A slip of the tongue and your status could immediately change from “new employee” into that of “guy with weird hobby”. This is unfortunately how our societies work.

8. Conflicts and gossip at work

If you tell everybody that you do not like gossip at all, then you are being economical with the truth. A good gossip circuit is the lifeblood of any office politics. But participating in this (sometimes very fun) pastime is a great way to instantly make enemies and start a lot of trouble. If you have any ambition to be popular and funny at your company, do not interfere in corporate gossip, but leave it to the Gossip Girls of this world.

9. Your plans to leave

Do you really want to antagonize your boss? Here is the perfect plan. Tell him or her as loud and clear as possible about your future plans to leave the company! The immediate reaction will be that you do not like it there ( you might even like your job but have a plan to leave anyway).

plans to quit jobI hope you did not assume that you would still receive a bonus or perhaps some extra days off. And the next time you report sick? It will not be taken easily. And if you have a boss who is really hateful, you may suddenly get all the crap jobs nobody else wants to do.

In short: just let your boss know that you are leaving at the moment that you really have to. Respect your notice period, but pretend you will stay with your employer for the rest of your life.

Conclusion + recommendation

If you recognize one or more of the above things, it might not be too late. Start by apologizing to anyone you might have offended with your big mouth. And then start slowly with rebuilding your reputation. Unless you really messed up: go look for a different work environment. Hopefully you learn from your mistakes.

What about becoming your own boss and be done with all the nonsense? No more 9-5 schedule, nightmare bosses, annoying colleagues. The enormous development of the internet and its best search engine Google gives you tons of options to make money online. But people have to be taught, need constant guidance and do not want to be scammed. I have joined the world’s best internet business support program late 2014 and never looked back. Its name is Wealthy Affiliate and it has been in operation since 2005, with a still growing community. Read all about them in my full review by clicking here. My review also has a link where you can join for free for one week and experience this unique opportunity by yourself.

Leave any questions you have in the comment box and I will respond within 24 hours.

 

What do you Do when your Boss is a Nightmare

Introduction

Ruthless, unpredictable, mean and craving for power. Thousands of your boss is a nightmareemployees are being harassed by a disastrous boss. I would suggest that anyone with a career in companies will sooner or later encounter a terrible supervisor. What can you do about it? Some labor experts performed a survey among employees to find out the opinion about horrible bosses. You will think some of their sayings are unbelievable. Some of the expert’s  advises might actually work. Read on and find out what to do when your boss is a nightmare.

Want out of the rat race anyway,  and become your own boss, then click here.

Not good for anybody

I am quoting one participant: “Indeed, my boss is a disaster: he is crap, without vision, no support. I always feel that I am losing weight, that I have to put in a terrible effort and still do not well enough. I’ve been struggling for over a year now and it takes so much emotional energy from me. Every day I come home exhausted. ” The call from experts to people who have experiences with nightmare bosses provoked many distresses and fierce reactions: ‘If I could shoot him I would do it’, someone openly confesses over his now ex-boss.

Anyone who has ever had a tyrannical manager will recognize these desperate stories. A manager who shows utterly unpredictable behavior, regularly outbursts in anger, conducts a divide-and-conquer policy, constantly shows he is the most powerful. Such a person can spoil every pleasure in your work.

It is certain that disastrous bosses can be very harmful to their working environment. Employees can literally break down. Far too many chefs force their employees into sick leave. This is also the fault of the organizations that do nothing about it. 

Employees to show courage

The victims are constantly struggling with questions. Is it really that bad or am I imagining things? Am I the only one who suffers from it? Can I change it? And if the frustrations get really high: do I have to go on or call it quits? If so, where do I go?

‘In the morning I first check his facial expression before I decide whether I should inform him about something. Things that are sensitive are saved for “the right moment”. I also go my own way as much as possible and inform him afterwards. Then I will get scoffed at, but at least it is done in my way. Usually he turns normal after a few days, “a participant in the survey informed us.

There is a personality structure that makes erratic bosses mentally mistreat their employees under certain circumstances. That sounds like that boss is a serious psychopath who actually belongs in an institution, but according to experts that is not the case either. The flaw is usually limited to contact with people who depend on him. As long as the disaster boss does not have to deal with people but with matter – computers or money – he often functions well. 

Not easy to pinpoint

A clearly identifiable profile is difficult to give. “The disaster boss is often a very nice guy, just as the biggest psychopaths can be very friendly,”. Real disaster bosses sometimes give a lot of attention, listen well and share bad bosses are bad for everythingpresents, but the next moment they are fierce, angry and rude and everyone is played against each other. ‘They create an atmosphere of fear and intimidation.’

This oppression can last for a long time. ‘A very destructive boss forbids his employees to talk to others about problems in the department.’ Employees have a mechanism that helps them to survive a crisis. ‘In such a case, they suppress their frustrations and are more tolerant than usual. But these mechanisms are often used too long. ‘

The effect of the intimidating behavior of the chef on the team members can also be very different. ‘The stronger ones close themselves off, take their distance and avoid the boss. The rest tries with the courage of desperation to keep their heads above water and thus run the greatest risk of becoming ill and ending up in the social security. ‘

Taking action

“He is antisocial, plays games, gossips, and goes street fighting if he is not right. Many employees have now been dismissed. Except himself. ” Anyone who has great difficulty with the annoying behavior of his supervisor must make a plan. The main question is then: stay or leave? Can you as an employee improve the situation or is there really nothing to do about it?

I think you should set yourself very clear terms within which things must change, otherwise a situation arises in which you tolerate everything but continue to complain. You have to make an active choice and make sure that trouble does not come to you. Keep it in your own hands is said to be a good strategy. Do not let yourself get sick by an organisation, that’s your responsibility. You will have to draw the line yourself.

Yet many people ignore this logic and they stay much longer than is healthy. “They do not want to face the worst of it. It is particularly unreasonable and unfair that you have to leave. It is not easy to take your loss. ” Experts advise you to resign in most of the cases. The boss always wins. What counts is the right of the strongest, and in a company the boss is the strongest. That this is not always true I have described here.

Moreover, most bosses have poor self-insight. For example, many managers believe that they coach well and offer their staff plenty of development opportunities, while employees feel that they are falling short in those areas. 

Address the situation

Only persons who can stand can their ground very well can try to address the situation. But it is a decision that requires careful consideration. Because the messenger is at great risk. Colleagues who initially support you can drop out again. 

In nine of the ten cases you will just get a snap back: What are you actually concerned with? Many personnel departments choose management for fear of their own position. And even if they raise the case with the management, they are not going anywhere. I have seen a lot of protective behavior in organisations regarding these types of disaster bosses. Then the management says: can be, but it is a damn good guy so we have to accept it. A question of buttering up their boss, yet kicking out to their staff.

Stay or move

“I am looking for something else. I want to find appreciation, a good working atmosphere and opportunities to develop myself, which is very important to me. And that is missing from my job (read boss). Too bad actually, because I have a lot of nice colleagues and it is a nice kind of company. Actually, I would like to kick him out of the factory. Sorry I’m not his boss, “someone responded.

Before the decision is made to leave, it is recommended to make a list of pluses and negatives about the work. Maybe all signals are red, but it can only be one. And maybe the boss will leave in the long run. ‘Focus on the positive aspects: the nice colleagues, the good salary, the short travel time and find your ambition – for a while – outside work.

Conclusion and recommendation

‘Get out of here!!!!! Find a place where you can develop yourself. Maybe you do not have that fat salary, but you will have more pleasure in your work, ‘advises a participant. Many victims of disaster bosses will eventually do this too. I have written an article helping you what to do when losing a job.

But perhaps the most important thing is to prevent the next boss from being a disaster boss again. You have to know what your motives are in your work. People who consciously want to make a career move or want to develop certain talents are less susceptible to atmosphere. They think: I do this for two years and then I am gone again. But  if it is important for you to work in a nice team, then you have to look carefully at your future boss and colleagues at the job interview. You have to follow your instincts.

What are your experiences with asshole bosses. You can share them here in the comment box.

Maybe you are not cut out for the corporate jungle anyway, then I would advise you to become your own boss and even work from home. This can be done using the internet and its search engine Google and having the right support. Read here about the world’s best internet business support program.

 

 

 

 

 

Is adding your Boss on Facebook ok?

Introduction

Social media play an important part in everybody’s life nowadays. It is you who decides how much information to reveal about yourself. You also choose how much of your personal life you want to show with your colleagues and bosses adding your boss on facebookat work. Whether you call him or her your boss, supervisor, manager, line manager or just colleague, that does not matter, you determine which stories you will tell them. But, what do you do with social media such as Facebook? What if your manager invites you to become a ‘friend’? Then he/she can see all your personal photos and he/she gets a look into your private life. Maybe that changes his/her view on you. And besides, do you need Facebook messages from your supervisor? Especially when your manager invites you while you do not really feel like it, it can be very uncomfortable. And if you do not want it, how to deal with that? Follow the handy tips below and find out if adding your boss on Facebook is ok.

Examples

“I was shocked when my supervisor sent me an invitation to become a friend on Facebook after my first week of work. Especially because before I started working I secured all my profiles and even changed my name. But apparently he found me. Horrible. He really does not know what I do on my weekends. I had no idea how to handle this and just ignored it. I hope he does not say anything more about it. “(IT specialist, woman, 34y)
“I think it’s great to go out with my supervisor. We are very good friends and do everything together. And the photos then come on Facebook, just like it happens with other friends. I think that’s the most normal thing in the world. “(Consultant, man, 44y)
“My employer recently created a Facebook group and looked up all employees on Facebook and added them to this company page. I do not have Facebook myself yet, but I was kindly asked to create it “so we’re all on Facebook last week”. Can I refuse? ” (Sales team member, woman, 30y)

Advantages

What exactly are the advantages of being friends with working relationships? People who add their supervisor on Facebook experience the work as more pleasant, are usually more loyal to their boss and show more respect. For example, a friend request can lead to a more positive view of the work climate. In addition, Facebook can also be seen as a place where the network of an employee can be expanded. This fact may also play a part in accepting the friendship request. As a result, the boundary between work and private life is becoming increasingly blurred.

Yet you can also limit the “damage” when a colleague or supervisor has become virtual friends with you. For example, you can block content for certain friends: you can choose to only make status updates visible and, for example, not show photos. The motto of Facebook, however, remains like and share, and you can filter everything out: do you want that? Always remember that, in the end Facebook is pre-eminently a means to boast about your great life.

Refusing the friend request from your boss

There are also people who feel that work and private life must remain strictly separate. Colleagues are not your friends, but your colleagues. You present yourself at work in a different way than when you are in the pub with your friends. You often behave differently when you are among different groups of people. This is also called the onstage performance and this is different per refusing friend's request from bosssocial situation. The counterpart is the offstage performance: for example, you are hanging in a training pants in front of the television, not too flattering.  The most positive version is presented on Facebook. Yet you can check with yourself if you want to see if your boss sees those nice party pics. This can of course influence your onstage performance that you have in the workplace. It is possible that you would like to add one colleague as a friend. However, it may be to your advantage to determine where the boundary is. Is it okay to add one colleague, but reject the request from others and your boss? After all, they can look through the network site that you have become friends with that one colleague.

Drawing borders

Friend requests can also raise questions about privacy violation. Certainly when accepting a friend request this could be under pressure. Suppose the situation described above becomes a reality: you become friends on Facebook with one colleague. As a result, other friendship requests from colleagues are flowing in and you are being addressed about your work. In this way you are more or less forced to become friends with your co-workers. Making everything invisible to them is impossible: they are very open to each other and talk about their activities on Facebook. In order to prevent situations of this kind, it is important that you clearly draw a line. It is also good to check with yourself how your behavior on social media is. Are you someone who likes to complain about your work? Or someone who posts everything online in drunken moods? Then it is quite clear that you do not have to be virtual friends with co-workers. This prevents particularly uncomfortable situations and you remain the perfect employee.

What else can you do

There are a lot of things you can do, before making any decision. Here is a list of guidelines to follow:

  • Do not react too spontaneously, but check what you think about your manager’s request
  • Check with colleagues what the customs are in your group and organization
  • If you prefer not to be friends on Facebook with your supervisor, you can simply ignore that request. You can also explain your motives. The latter is the better way, because you invest in your relationship.list of what you can do
  • Your response also depends on the way you are invited. Via Facebook (which is an indirect form of communication) or does your manager ask you personally? In the latter case you can say that you want to think about it, because Facebook is private for you.
  • Keep to the feedback rules if you say something about it to your supervisor. “Thank you for your invitation. I see it as a token of friendship on your part. However, Facebook is private to me and a little separation between work and private life is important to me. ‘
  • Preferably use humour, do not make it too heavy.
  • Invite him/her to LinkedIn and say that you want to build your business network

Final thoughts

You probably have seen in the above that there is a fine line between going on Facebook with your boss or not answering the request. For some people it will have benefits, for others it doesn’t. I think it mainly depends on your personal relationship with your boss. When it is purely business, then leave it that. When it is more personal, you can consider his/her friend’s request. Share your experience here in the comment boxes.

I personally would never be friends on Facebook with my boss, even if this would adversely affect our relationship (which of course it should not). You need a healthy balance between work and private life. If your boss would try to break this balance, maybe it is time for another job or even better, start your own internet business. Read here my full review of the world’s best internet business support program.

Leave any questions in the comment area and I will reply within 24 hours.

 

 

 

 

 

 

11 Signs your Boss has a Crush on you – How best to Deal with it

Introduction

Has your boss been very flattering to you lately? Does he/she look longer and more often at you than normally? Does he/she send you messages during the weekend? Does he/she laugh at all your jokes – even the bad ones? If you are reading this and really say yes, then there is a big chance that your boss has feelings for you.

It can be very tricky to find out if your boss has feelings for you or if he or she is just being nice to you because he likes you. Any misinterpretation can end in an embarrassing situation or even loss of a job for both parties. It is good to investigate whether it is a serious crush, because it could mean huge negative consequences for your work. You want to do something about it before things really get out of hand. In order to avoid disaster I am giving you 11 signs your boss has a crush on you and will go on how to best deal with such a situation.

1. Your opinion suddenly is important

This may indicate that your boss just trusts you as an employee, but if he or she asks for your opinion about personal matters (think of: clothing choice, dating) this can be a sign. Asking questions about your love life can be innocent, but it can also be a tactical move to tell what he or she really feels for you.

2. Flirting

flirting on the workfloorYour boss is flirting with you, but do not jump to conclusions just yet. Is it happening all the time? Does he communicate to others in the same way? And also take a look at your own actions. Did you happen to flirt with that person before? If you are sure that you are the only one and it is not because of your own behavior, then this is a strong indication that he or she has a crush on you.

3. Give you preference

Bosses in love may give you better projects, more guidance than colleagues, take you out of lunch more often, offer flexible hours, be lax about your mistakes or take a different approach. Sounds good right? For you maybe in the short term only. In the long term giving preference to one of the team does not only lead to a disgruntled team, it also creates hostility between the various employees.

4. Too confidential

Does your boss share work-related and personal matters with you? Things he/she would not share with someone else’s office? It may be that he/she does this because he trusts you, but it can also be because he/she wants to further develop his relationship with you.

5. You have a premonition

Yes, of course, you might think now, this was exactly why you were going to read this article. You know your boss for sometime now, but something changed between you in the past few weeks that you cannot yet pin down to what it really is.  In these cases it is always best to go with your feelings or your intuition.

6. One-on-one meetings

On more than one occasion you get the question of working on a project outside working hours. If you see a pattern in the fact that the consultation is always with you alone and meetings always start late, then there may be more to it. If you feel uncomfortable here and you continue to respond to these requests, it will only makes things worse.

7. Changed  looks

A new outfit, new hairstyle or other detail may indicate that a boss is trying to get someone’s attention. Could be a midlife crisis, but if he or she is not of that age, chances are it’s because of you.

8. Playful bullying 

Of course, this may mean that your boss just does not like you. But if he is constantly busy with playful bullying, it can be his way of flirting. Or a way to cover up his admiration.

9. Compliments on private matters

If you continuously receive compliments that have nothing to do with work or feel a bit inappropriate, your boss may see you as more than just a friend. Especially compliments about your appearance, clothing or personality are a strong indication. If you hear her or him say that anyone who dates you is a lucky person, this is a sure sign.

10. Physical contactavoid close contact

Some people are just suckers for close contact, but do you have the idea that your boss seizes every opportunity to hold you or give you a hug? Then that says something.

11. Boss remembers everything you do

This can feel a bit uncomfortable. Does your boss seem to remember everything you say – while he is normally quite forgetful – then this shows that he is paying extra attention to you. People remember a lot more details of conversations with people they have a crush on. Partly because they are obsessed with these details, and because they are curious about whether you are interested.

If you recognize a lot of the signs mentioned above then you should take some action in order to avoid real problems. 

How to deal with this effectively

Short answer: you’ve got to let the person know, while protecting your position at the same time. If you do nothing, you may become a target of gossip, and the situation may well get worse. If your boss pursues you relentlessly, you may even be forced to file an official complaint with HR, or you consult an attorney. 

how to deal with this effectivelyFortunately, there are diplomatic and effective measures you can take early on to put a stop to most unwanted flirtations, but one word of caution: make sure you don’t overreact. There are always people at work who are chatty or extra appreciative to everyone. Use your emotional intelligence to read your boss’s true intentions.

Every expert agrees agrees that these situations should not fester for too long, but should be nipped in the bud as quickly as possible. So, meet with your boss, do so in a neutral setting away from all distractions and colleagues and have an honest discussion about your feelings. Don’t accuse your boss of anything — simply express your concerns, and how it’s making you feel.

Keep the tone and conversation positive by stressing how much you respect you have for your boss, how much you enjoy your work, and how you don’t want anything to inadvertently get in the way of your professional development. Ask your boss if there is anything you can do to make sure the relationship stays 100% professional and respectful.

Final thoughts

In case you decide you do want to pursue a relationship with your boss, just know that you will do so at your own risk.  According to a survey 16% of those who have had a romance at work have dated a supervisor. You could go for it move very cautiouslyand end up dating discreetly; falling in love; leaving the company for the sake of the relationship; and living happily ever after. But be aware that the chances of that happening are slim. Studies have found that only a third of office romances end in marriage.

But, if out of a couple of billions of people on the planet, your boss is the only one you want to date, still move cautiously. If you don’t get along, you’ve got a lose-lose situation, losing your job and partner. Your boss has the stronger position and could determine your future, and if things go south, your job will be at stake.

Another way out

There is of course a definite way out, changing companies or becoming your own boss. Having your own business might be the best option here, so as to avoid a repeat of a bad working situation. With the right support anyone can become a successful internet entrepreneur. Wealthy Affiliate would be the number one choice, for all the reasons I am explaining in my full review here.

If you have any questions, please leave them in the comment box and I will reply within 24 hours.

The Dilbert Principle – What is it?

Introduction

It may sound a bit sarcastic but there are many absurd things in business. Stupidity, dumbness and foolishness are the order of the day, business as usual. It is part of it, even ensures progress, because others benefit by doing better. But how is it possible if people work together they make so many blunders? Are managers really slackers, like in the Dilbert comics? And what is the Dilbert Principle anyway? Is the corporate world really so bizarre? Read on and you will also find my number one recommendation for becoming your own boss and leave the corporate jungle.

What is it?

According to Wkipedia: ‘The Dilbert principle refers to a 1990s theory by Dilbert cartoonist Scott Adams stating that companies tend to systematically promote their least competent employees to management (generally middle management), to limit the amount of damage they are capable of doing’.

Scott Adams explained it further as follows: “I wrote The Dilbert Principle around the concept that in many cases the least competent, least smart people are promoted, simply because they’re the ones you don’t want doing actual work. You want them ordering the doughnuts and yelling at people for not doing their assignments—you know, the easy work. Your heart surgeons and your computer programmers—your smart people—aren’t in management. That principle was literally happening everywhere”.

So, let me get this, if you are really good at your job, according to this principle, you might not be promoted, just because you are really good at your job?! Sounds absurd doesn’t it? It gets even worse.

The three absurdities of management

And here they are, the three absurdities of management: Dumbness, stupidity and foolishness. 

  • Dumbness: you do not know what you have to do. 
  • Stupidity: you know what to do but do something else. 
  • Foolishness: you do something without knowing what you are doing. 

3 absurdities of managementMake no mistake, this all occurs in many companies. And it happens much more often than it should. Managing is a complicated profession. You can not do it naturally. In private life we can manage reasonably with the skills we have received going through childhood, but in the company it is suddenly a bit more complicated. There are so many different goals to be realized. You must be reasonably understanding with others; you have to get ahead of yourself; you have to set the goals in order to realize the targets of the company; you have to keep an eye on the relations and you should not affront anybody; you should also listen to the customer. And you also have to take care of your private life, so that it is not compromised. 

Back to the Dilbert Principle

In the light of these absurdities Cartoonist Scott Adams’ associated comic strip “Dilbert” consistently ridicules the corporate world and the freakish characters who dwell there. In the 1990s, Adams developed his own satirical “Dilbert Principle” in response to the popularity of human resource dictums such as the “Peter Principle.” While the Peter Principle holds that competent employees are routinely promoted until they reach a level of incompetence ( you can read all about this by clicking here), this principle suggests that incompetent employees are often promoted to management positions simply to prevent further damage in the working ranks.

Under the Dilbert Principle, an incompetent software designer would be “promoted” out of his or her department in order to allow other competent designers an opportunity to work in peace, for example. The newly promoted manager would be able to fill his or her day by attending ineffectual meetings and composing mission statements, while the rank-and-file workers could get on with actual company business.

Critics

critics on dilbert principleWhen the whimsical Dilbert Principle first appeared in print, most human resource and business organisation experts considered it to be nothing more than a humorous take on the ruling management hierarchy theories. It would make little sense for company leaders to deliberately promote their least competent employees to managerial positions with major responsibilities. Promotions were intended to reward competent employees for their skills, not remove incompetent employees from the line of fire. This is how it should be or not?

Evolution

Over time, however, many of these same experts would come to see the hidden wisdom behind the Dilbert Principle. In many large corporations, it became apparent that certain upper management positions had become far removed from the day-to-day operations of the company. It was indeed feasible to promote incompetent employees out of a regular department and into ill-defined middle management positions in order to appease incensed customers, dissatisfied co-workers or frustrated supervisors.

While the Dilbert Principle may have begun as a satirical whack at human resource practices, it has since become required reading in many business organization classes. The actual number of incompetent employees who have benefited from such promotions may always be a matter of dispute, but at least the corporate world does admit the Dilbert Principle is closer to the truth than first suspected.

Conclusion

So, what seemingly looked absurd in the beginning, has rapidly evolved into harsh reality. ‘Unfortunately’ the Dilbert Principle is here to stay. Have you encountered this principle in your work environment? Please share your experience in the comment box below.

Or are you, like me, sick and tired of too many lousy bosses. Maybe you are thinking of leaving, but afraid of meeting yet another jerk of a boss. In that case I might have the perfect solution to your problem. You will become your own boss! Like I did and it is there for you too. Nowadays, we have the unlimited possibilities of the internet with numerous options to make money. Forget about all the scams, making millions overnight, promises of instant wealth etc. You choose a program that will teach and train you, support you 24/7 in your efforts to build your own online business. Wealthy Affiliate is the name. Established in 2005, it offers you the opportunity of a lifetime, by becoming an affiliate marketer. You can join them for a week, completely free, in order to test the waters.

If interested you can read my full review of WA by clicking here. If you have any questions, please fill in the comment box and I will reply to you within 24 hours.

 

 

 

 

Here is What I know about the Peter Principle – 4 Tips to avoid it

Introduction

The Peter Principle is a law in the field of organisational science, formulated in 1969 by Dr. Laurence J. Peter, which aims to explain the poor functioning of many organisations. Although the principle must be taken with a grain of salt, it is not far off from reality at all. In every organisation you encounter this phenomenon: An employee performs well and has a good career. He gets promoted several times, until he suddenly no longer performs well. It seems like a kind of law … and it is!

Read more and I will tell you what I know about the Peter Principle. I will also give you 4 effective tips to avoid getting into this situation. As a bonus I will give you my best recommendation for staying out of trouble at work.

So, what is the Peter principle?

Why in God’s name is it that an employee ends up in a place where he no longer performs? 

Believe it or not, but the Peter Principle works this way: An employee functions well and is successful. As a result, he is eligible for a promotion. For example, the sales guy becomes a sales manager. If this function is also satisfactorily fulfilled, he will be promoted again. The sales manager becomes a sales director etc.

What companies tend to forget is that at an ever higher level other competences are required. What they effectively are doing is selecting a candidate for a position based on the candidate’s performance in their current role, rather than on abilities relevant to the intended role. Peter noted that there is a strong temptation for people to use what has worked before, even when this might not be suitable for the current situation.

At a certain point in time, it appears that the employee does not possess these competences sufficiently, which means that successive promotions stop. End result: He is in a position for which he is incompetent and he does not perform anymore. This to the detriment of the company.

Peter states that if this process goes on long enough, each employee is in theory in his ‘level of incompetence’. Utimately, if all employees in a hierarchy have reached this level,
the amount of useful work done is zero, according to Peter.

A few examples

Here are some practical examples of what can happen in those situations:

  • An experienced head engineer is unable to provide situational guidance to his team members in his new role as team leader
  • A great commercial manager does not appear to have the interpersonal skills in his new role as commercial director
  • An excellent worksman does not have the necessary helicopter view afterwards for the role of project leader
  • A successful salesperson does not appear to have the right coaching skills to manage his sales team as sales manager

Sometimes you hear managers sigh after a failed promotion: “I promoted a good professional and I have a bad team leader in return …”. Why do unsuitable people get a promotion anyway? This is because the successes achieved in their previous position are often more decisive than their suitability for the new job. You also often hear “that it is now his turn for promotion …”

How to avoid these unwanted work situations

The Peter Principle can easily be prevented. Before you decide to give someone a higher position, you can use different strategies to build-in the necessary care:

  1. Assessing the candidate: you first test the candidate for the competencies that are necessary for the new job (this can involve behavior, managerial skills, emotional intelligence, etc.).
  2. Important project: You give the candidate a significant project in which he can show exactly the skills needed for his intended promotion. Afterwards you jointly evaluate its performance and decide on possible promotion.
  3. Replacement: You allow the candidate to serve in the new function for a longer period of time (for example during the holidays of his superior). You communicate this openly to all involved and evaluate after the period if promotion will be successful.
  4. Trial and run: You promote the candidate within a trial period. He then functions fully in his new role and receives necessary guidance and coaching. In the meantime, you evaluate regularly on the basis of previously agreed criteria. Only final promotion (and salary adjustment) will follow after a successful trial period. This strategy is suitable if you are already quite convinced of their suitability for the job.

Final thoughts

Of course, the Peter Principle is mainly the product of a bureaucratic organisation. Whichever strategy you choose, ensure transparency. The expectations and evaluation criteria must be clear to all concerned. Because what the Peter Principle does not take into account, is that people can certainly develop and learn new competences. It would be a waste of time and money to ignore this possibility.

Could someone be more competent at a higher-level job?

Yes, of course they can and this is where the Peter Principle is not applicable. The general assumption is that management requires a higher level of competence than line employees, but in reality, it requires a set of different competences than an individual contributor role. Nowadays, a person can be trained and be more competent as a manager than as a line employee. Technology became so complicated that no single manager could be an expert in all facets of a project. A manager has to rely on the technical expertise of many individual contributors. At the same time, a manager must have such diverse skills as coaching, motivating, inspiring, and other soft skills that an individual contributor may not need to have, at least not at the level required from a manager. The beauty is that, as a result, a person can be more competent at a higher position than at a lower one. Even as the top man. This is completely contrary to the premise of the Peter Principle and does give hope for the future.

Last recommendation

I can imagine that you do not like to wait for the future or want to leave the hustle and bustle of companies or having your number so manieth of lousy bosses. You would like to have your own business, become your own boss, work from home or all three combined. I can tell you that this is possible at this very moment, no need to wait for anything. You can even start doing this in combination with a regular job.

What I am proposing is that you start your own internet business, scam free and at a very reasonable price, by joining Wealthy Affiliate (WA), the world’s best internet business support program. Join free for one week and you will have a website within minutes, after which you can begin your journey to a successful business of your own. Join a fast growing community, established in 2005, and reap the benefits of the best training you can get 24/7.

I joined myself in late 2014 and I have written a full review of WA, which you can access by clicking here. In case you are interested to experience this unique opportunity as well you can become a member by clicking the link in my review. Any questions you may have right now, please feel free to leave them in the comment box and I will come back to you within 24 hours.

 

 

 

 

How To Get Rid Of Bad Managers – Doesn’t Have to be Hard, Read these 4 Tips

Introduction

Managers who are mainly focused on their own interests are often bad for organisations. However, their false strategies are not easy to see through. Because they talk nice to their managers, and belittle their employees and blame their own failure on others, all employees see through their true intentions. But because there is a hierarchical relationship, it is difficult to do something about it. It does not work with having integrity alone. In the interest of your organisation, your team members and you, however, you can do something.

You become an effective opponent of a bad manager (BM) when you have specific basic qualities. I am going to mention four tips on how to get rid of bad managers.

1. Control your primary instincts

In order to be in any way successful, you really have to get rid of your immediate reactions. Being direct and throwing everything out in the open honestly is like showing all of your cards when playing poker. Why is this the case? Because your BM plays a strategic game. And he plays chess relentlessly, because he has a very good motivation to be completely ruthless: his status. This is what you have to bear in mind and try to understand. In doing so, it will greatly help you, when you can control yourself, think carefully before you say and do something. Only then you do have a chance.

2. Process-based thinking

Many employees are people-oriented. In the workplace, the relationship with your colleagues is important. Sharing with your colleague, social feeling, that kind of thing is important for employees, so probably also for those who have to deal with a BM.

But the BM does not think people-oriented. He looks at processes, productivity, cost savings and absenteeism. If you are sick, he will call you. And however social he sounds, he has only one goal. You have to work because your salary is part of the budget. And he does not accept you not being present. Because it is an obstacle on his way to achieve a good result, and to his career path because that interests him even more than a good result.

What you do not have to do is to be people-oriented with the BM. You have to learn how to think in processes. If he does something, what purpose does he really have in mind. Discovering that is the beginning of your victory. Only when you have a good understanding of his purpose you will be able to determine a strategy. Until that time you play, a bit secretly, as if nothing is amiss. That may seem not entirely correct, but it is pure self-protection.

3. Networking

The importance of networks will meanwhile have become clear. What is especially necessary is that you interact well with the people who are important for the career of the BM. They should not just like you, but more importantly should find you very nice. They need to have the idea that you support the organisation, that it is you who wants to help realise policy goals in practice, that you want to do your work as well as possible and understand that you can not do it alone.

You are efficiently working and working as ateam. You go for that and you radiate that. The managers who are important for the career of your BM will praise you, and they will do the same with him. And when the BM begins gossipping about you, they will take your side. Not really understanding or taking note of networks is digging your own grave.

4. Strategic and political thinking

You can compare a BM who is out off his depth better to a chess game than with boxing. You have to think ahead. And you have to think about a few things.

– Who is the decision maker? The decision-maker is the boss most of the time. Or sometimes an emissary from the boss. I can not say it simpler. You must always have a good relationship with the decision-maker.

– How is the position of other people involved? Are they going along with the decision-maker, or not so well. And more importantly, who has the most influence at the decision maker? You have to know that, and it is possible to find out.

If your BM is well with his boss, but he in turn is not good with his boss, then you have to be with the boss of his boss. How you achieve it is a different story. But one thing works to your advantage: in the top one likes to have a good relationship with the employees.

– What is your own position? Are you good with the decision maker and his main influencer? And if that is not the case, what can you change in that? If your reputation is not so good, you are already 1-0 behind in the fight against your BM. Your concern is convincing your fellow workers. That will not work if they will have nothing to do with you.

That is also the mistake people make when they are very direct. “So, I have said it honestly, right in front of him.” Well, congratulations, but the question is of course: has it got any effect? If the answer is no, then you must seriously ask yourself why not. To be straightforward is ok, but to be effective is much better.

Example of what not to do

I know a Joe who was struggling with his supervisor. That happened to be a BM. He was not only direct, but also somewhat rough in the mouth. He went to this BM.

– “Say, listen. You can behave like an asshole, and think that we get scared of it, but if I have to to, I’ll knock you out of your comfort zone.”

So, that was out. That cleared the air. But the consequences were adverse. Joe was worked out slowly and systematically. His BM applied all means that we now know. He influenced the decision-maker and his most important envoys.

– “Joe is the most important bottleneck in my team,” he told them behind closed doors. “He has no self-reflection and reacts negatively everywhere. He infects the team, and makes a mood against me. It is not good for the organisation.”

Within six months, Joe started a project that led to his dismissal. To the grief of his colleagues, who praised Joe because of his social feeling and expertise. The BM reported to the people who were important for his career that this was because of Joe’s ‘political games’.

Conclusion

People who know the decision-makers and their entourage will usually not be in trouble. But you have to work on that. Only the sun rises for free.

Those who want to get rid of the BM serve a wonderful purpose. You prove the organisation a great service. But you must dare to be a little mean in such a situation. You have to dare to manipulate, dare to gossip, of course not be afraid to show and attack adverse behaviour. The end justifies the means.

You always have to keep in mind that you only do this at BMs and not at good managers with added value. On the contrary, you have to be loyal to them. Them you provide high productivity, help keep costs low, never be sick and praise the most important people in your organization. And then there is little chance, that you will ever meet with a BM again.

My final thoughts

If the above is not you and you do not want to or cannot be a player, because it is not in you, then there is still a way out for you. Become your own boss and have your own internet business, like I did. If you want to see how that works, please see my personal review of the world’s best internet business support program by clicking here.