Dear Roze:
How do you deal with a boss that buries his head in the sand and doesn't want conflict - just wants to cruise to retirement? I work in a business that's part of a national chain. There are two types of employees - those of us who work and those who don't. Those that don't know they won't be held accountable. Those of us that work do so because of integrity. A severe divide exists. We can't talk to the boss because he always goes to those who don't work and tells them, which makes matters worse. I've tried a dozen times over ten years. The people with integrity end up being punished and those with none get rewarded. It's a totally unprofessional situation. If we go up the chain of command, he could lose his job. How do you think I should handle this?
-Employee with integrity
Dear Employee with integrity:
Have you considered working at a different location within the company? If that is not an option, you and the other people with integrity can meet with your boss and state your issues along with suggested remedies. Hopefully, he will listen when several of you approach him at the same time. There can be power in numbers. If there is no improvement, find out if your company has an ombudsman, a person you can speak to confidentially. Typically, this person works to settle grievances without divulging the identity of the aggrieved individual(s). Otherwise, take your issues to your boss's boss or the company's HR department. Just like the employees, your boss needs to be held accountable.
Dear Roze:
I was scheduled to attend an in-service two hours away from the office on a Monday, starting at 8AM sharp. I had a shift the day before from 4PM to midnight, so I requested a shift change. My boss denied it. This is one of many instances where my boss declines my requests for no legitimate reason. Coworkers and friends say he treats me like a doormat because I allow it. I think he takes advantage of my good nature and desire to please. Any suggestions?
-Sick of being a doormat
Dear Sick of being a doormat:
There could be a variety of reasons for your boss's negative responses to your requests. Examine the way you carry yourself and how you present your requests to your boss. Always exude confidence, and be firm and direct. If you are not already doing so, provide your boss with alternatives required because of your requests. In this instance, have someone lined up to take your shift.
Dear Roze:
My performance review is coming up. Since I've been with this company (five years), we've always had to complete a long self-evaluation form for our boss before having our review. This year, we've been given a very small finite space to comment on our performance. I'm debating on whether I should attach additional information I think is relevant but not requested on the new form. Even though I know this other information can be brought up during my review, I believe it's important to have it documented. What do you think I should do?.
-More is better
Dear More is better:
As challenging as it may be, I suggest that you stick to the new format. But go into your review having prepared supplemental documentation on subjects not covered by the new form. If any of these items come up, you can offer what you have prepared. And if subjects are raised that you did not anticipate, offer to provide follow-up documentation.
© 2010 Rozanne R. Worrell
