"My boss is incompetent!" You know these thoughts? They were not alone: A recent survey of 50’000 Swiss employees from 200 companies by the consulting firm Great Place to Work has revealed that every Second holds his boss incompetent.
This has a significant impact on the state and on the performance of employees. The annually published Job-Stress-Index of the health promotion Switzerland shows that there is a direct relationship between leadership behavior and employee performance. And not only that: The opinion research Institute Gallup also sees bad governance as the main reason for a low level of emotional attachment of employees to a company.
not True, the social Interaction feel both sides quickly personally attacked.
A Problem that needs to be taken seriously. According to Gallup, is in Switzerland with more than 70 per cent, a large part of the labour, which bound only weakly to the employer. The possible impact of under-performance and high turnover.
the deficits of The heads of
and heads can be in two ways unable. Their ignorance may relate to the social-communicative skills. This means that you have to interact, difficulties in Inter-or choose when you Communicate the wrong words. In the case of other executives, it falls short, however, in the case of the technical skills it needs to successfully job-specific tasks.
practice shows that for those Affected, dealing with interpersonal deficits is often much more challenging than with a professional. The social Interaction is not right, feel both sides quickly personally attacked. In addition, such differences are permanent, professional usually occur situationally.
Identify Three possible strategies
where exactly are the weaknesses of the bosses are, is one thing. However, how employees should handle end specifically with difficult leadership situations? This is the question consultants met on a regular basis. The experience shows that, In General, three values strategic directions for the superior offer. You can endure, unsubscribe, or go away. If you suffer from an unsuspecting management person, can help in the following Overview.
strategy 1: Endure
Shows the cluelessness of her boss only occasionally and you would like to do loved one, nothing, can Stand to be the right strategy. Nevertheless, you should ask yourself the question, if you come clear on the duration with the Situation. To answer this question, you need to specify where exactly the weaknesses lie, and how these are expressed in the form of cooperation, actually. Reflect on the following questions:
it Is interpersonal or professional differences? Have mixed in the last time, both levels of increasingly? I am constantly or only occasionally, with bad behaviors confronted? Has increased their frequency to any appreciable extent. How strong is this Situation bothering me? I feel the strain lately as increasingly?
Does the two levels – the social or professional – can this work for the other, non-functioning level balancing. Statements such as "my boss has no idea, but we have a great" show such a one-sided positive relations. Both levels do not work, however, is to Endure is not an Option. In addition, too frequent or persistent burden of vexing behaviors of leaders can lead to psychological stress and psychosomatic disease. In the case of persistent stress, the emotional exhaustion more and more.
strategy 2: Unsubscribe
you want to stay in the Job, the cluelessness of her Boss, but not simply accept it? Then you need to address the Situation actively, and together with their supervisor a way for a better cooperation. You write not an email, but you are looking for in any case the personal interview. Written communication leads to misunderstandings, according to experience, easily. The following points should be observed:
Prepare the content and process of the conversation. You, what you want to achieve with the conversation and when the conversation as to successfully call define. You speak the unwanted behaviors directly, prepare concrete examples from your everyday work. Avoid vague insinuations, in order to be clear about your concern. Choose examples that are temporally as close as possible. You will set up an appointment, you need to schedule sufficient time and conduct the interview in a private place.
The basic direction of the conversation is to find a way for both sides, employees and supervisors, the role their skills can contribute. Expectations are mutually discussed together. Also, both sides should explain how your role and fill out the want to understand – and can!
do not Share your pre-set at the next opportunity, that you are with the current cooperation and the like in the framework of a separate event to record. In the interview, you make it clear what is missing and what are your wishes for the future cooperation. They are also not vague, your concerns must be clearly understandable. Make sure, your To enough conversation to share and your own view of things to give. Show attention and understanding, they remain in their position.
Many examples show that supervisors and employees know simply too little good. You have found it never necessary with the other side to deal. Misinterpretations of behaviors and, consequently, misunderstandings are inevitable. At this point, concentrate, can develop conversations and their effect.
strategy 3: go away
you see no way out? You don't want to live with the given Situation, but can change nothing? Then the only Option remains to you leave. But before you pull the rice leash, you should the following questions in mind through play. You can answer both with a Yes?
I don't see any basis for collaboration with my boss to continue. He can offer me neither socially nor professionally something. I'm ready, my current job and me to look for something New – either internally or externally.
keep in mind that it is always worth the time and energy to Endure or invest Unsubscribe. The supposed loser, the leaves idly from the scene, has in consequence of, perhaps, a freer head, sure, but more time and energy for something New. This takes courage, but sometimes the only right strategy.
Suppose that you are concerned and thinking about the outlined options: Evaluate always to their actual feasibility in your context. You assess the probability of success and to remain realistic. You should also weigh costs and Benefits against each other. Ask yourself, whether the Whole is worth: What can I win in the best case, what's to lose in the worst case? What is best for you, can decide in the end, only you. And you have to decide.
Created: 04.12.2019, 11:26 PM