Bully Bosses Are So Yesterday

possible that having to do more with less during the economic downturn
has brought out the bully in more bosses  since additional pressures
have been placed on management. Another possibility is that  they tend
to stand out more now that behavior in the workplace is a hot topic 
and it has become less culturally acceptable to mistreat your reports.
The good news is, in this age of career mobility, reduced expectation
of cradle to grave employment at the same company and Gen Y strong
tendency to move on when they aren’t happy, modern day dictators and
ogres no longer have it so easy to rule the fiefdom with Atillaesque
etiquette .

If you have a boss that’s a bully who
has managed to run under the radar of someone that should have long ago
stopped her in her tracks, there may still be hope. If you’re
determined to confront the monkey on your back it’s important to know
it’s not personal even when it feels like it is. Take care of your
self-esteem and reassure yourself by knowing that if you had
performance issues that needed addressing, there are well established
professionally accepted ways of doing that without causing humiliation.
What’s happening isn’t your fault. Everyone is responsible for their
own behavior.

That means you too…

If you have resisted running out the
door because you love your job in every other way and want to work
toward a more mutually respectable relationship, here is a process you
can try. Disclaimer: It’s not a magic bullet.
Even if a bully boss has a change of heart and management style, damage
has been done to the relationship that is hard to forgive and forget
just like in any type of relationship. You may never be truly content
working under the person even in light of seemingly miraculous recovery.

Ultimately, you’ll need to make some tough career decisions.

Request a meeting with your bully boss
and clearly state the behavior is inappropriate and must immediately be
corrected. When you communicate keep in mind that you should not mirror
her offensive style. It might not be easy to keep your composure but it
certainly is in your best interest to be the “better person”. Use “I”
statements, not “you” statements and keep a calm demeanor and firm but
not angered tone and try hard to not cry or show other visible signs of
this behavior getting to you.

Here is an example of a conversation
starter for a first attempt to have constructive dialog and bring your
concern to the attention of your bully boss.

disappointed in our working relationship and how we communicate. I come
to work each day enthusiastic with the goal to be highly productive and
when I feel talked down to or bullied it really demotivates me and
negatively affects my performance. It’s not a win-win situation for
anyone. How can we improve the way we work together?”

Once the conversation has ended and
the situation is no longer emotionally charged, write a follow-up email
to your boss containing a summary of the situation that was offensive,
with focus on a commitment of mutual respect. It should be factual and
not emotional. This email should be blind copied to a personal email
address for purposes of documentation retention and serves to ensure
that if your correspondence magically disappears off the company server
you still have an electronic copy should you need it in the future if
the situation continues. If the boss responds via email forward this
email to your personal email and retain it as well. You should not feel
compelled to respond to the email. In fact, I discourage it. The last
thing you need is bully ping pong.

Many times the person who receives this
type of email will have meaningful reflection on the situation when
it’s in black and white. They will also realize it has been documented
and this alone can often have a revelatory effect. If the behavior
occurs again request a meeting with the Human Resources Manager or in
the absence of one, a Manager from another department. The ideal
Manager should be of higher than but not less than equal rank to your
Manager. In smaller organizations where this may not be possible,
anyone in a supervisory position or the owner would be appropriate to
speak with. Explain the situation, state it is unacceptable behavior
that makes you uncomfortable and request assistance with a resolution.
Ask when you will receive a response. Follow up with email
documentation in the same manner as with the bully.

This should be the end of your
problem. Most companies will reassign reporting structures, provide
coaching and formal disciplinary action and eventually terminate
bad bosses.

If you continue to be bullied and the
company permits this behavior after having been formally notified, you
may wish to consider visiting the EEOC website to see if you qualify to lodge a formal complaint with the government.

An employer must have a certain number
of employees to be covered by the laws they enforce. This number varies
depending on the type of employer (for example, whether the employer is
a private company, a state or local government agency, a federal
agency, an employment agency, or a labor union) and the kind of
discrimination alleged (for example, discrimination based on a person’s
race, color, religion, sex (including pregnancy), national origin, age
(40 or older), disability or genetic information).

Not every case of verbal abuse warrants
or qualifies for an EEOC complaint. There is no law that requires
people to speak nicely to one another or even to distribute workload
equitably. Learning to manage the boss can be very effective but quite
frankly, if the behavior hasn’t been corrected after taking the above
mentioned steps it is unlikely to ever improve and the best bet is to
look for other opportunity.

You only live once, why allow it to be a bad experience?

Bullying is inappropriate conduct and can be a form of harassment
depending on the situation. This type of conduct should never be
condoned or accepted. As with domestic violence offenders, the
propensity to re-offend is probable especially if the behavior
is tolerated.

Link to original post

Leave a Reply