In our popular culture, there is no shortage of bosses we love to hate. From Bill Lumberg to Mr. Burns to Miranda Priestly, the horrible boss caricature resonates so loudly with us because so many- too many- of us have worked for bosses who say and do horrible things. These characters are often portrayed in a way that is humorous, but the reality is no laughing matter. Working for managers who say and do horrible things is challenging at best and miserable at worst. The real tragedy is that, while most staff move on eventually, these horrible bosses often stay put, only to wreak their horrible havoc on the next group of employees.
Over the years, I have worked for several managers in a number of fields. From my first job delivering newspapers in fifth grade to my time as a classroom teacher to my later positions as a nonprofit executive, I have seen, heard and, quite frankly done some pretty horrible boss-like things. Here are just a few.
PLAYING WITH PEOPLE’S MONEY
* I had found my dream job (or so I thought). After going through the lengthy selection process, I was thrilled to learn that I had been selected for the position. Until I was told the salary. I had no choice but to decline what I imagine they thought was an offer but seemed to me more like a stipend. Unfortunately, choosing not to post salary ranges for open positions has become the norm. This results in an inordinate waste of time and energy for job seekers who frequently withdraw from consideration once the salary is revealed. We could save everyone involved a whole lot of time by being upfront with salaries from the outset.
* After working countless overtime hours over several years to help turn a department around, I asked my boss for a raise. My boss denied the raise, with the rationalization that people working in our field should do so because they want to, not because of the money. This line of reasoning has been uttered time and time again and it is just as dangerous and disingenuous now as it ever has been. There is nothing inherent in doing good work that necessitates low pay. We need to stop trying to convince our staffs otherwise.
* At one place I worked, there was a glitch in the accounting system and we were informed on the day we were supposed to be paid, that we would not in fact be getting paid. There was no offer of remedy and no apology whatsoever. The casualness with which this was handled was a clear message to staff that management did not understand, appreciate or care about our needs.
* During one evaluation season, we were told by management that the company was not able to give raises at that time but that we would revisit the conversation in 90 days. That conversation never happened. This let staff know just how much management cared for us and how hollow their promises were.
* One of my jobs started much later than originally anticipated. As a result, I did not have any time to shadow the person I was replacing. They really wanted me to shadow this person (although not enough to plan accordingly), so they asked me to come in before my start date to meet with my predecessor. I explained that I had several items to close out with my current position and that it would be challenging to find time but that I could come for a couple of hours one afternoon. After that, they asked me to come in again- before my official start date, without paying me. I should have known then.
* At my first position in a foreign country, there was much I didn’t know about policies, procedures and laws. My manager knew that and took advantage of it. They let me know that even though I was supposed to pay a certain tax, they wouldn’t make me pay it to save me money. Only to find out that it was a type of matched pension that they didn’t want to match. I had to take that one all the way to foreign court. And thankfully won.
WITHHOLDING PRAISE
* In one position, I was having a particularly hard time and was working particularly hard to help get my team on track to achieve their goals. After a series of time-intensive, labor-intensive efforts on my part, I asked my boss if they had any feedback since they hadn’t shared any. They said that I did a good job, but that I was competent, and they didn’t want to insult me by praising me on something I was expected to do anyway. I never recovered from that one.
* Part of my role in my new position was to manage staff. I noticed that there wasn’t a lot of praise or acknowledgement happening in our day to day work. I asked the boss if I could implement a recognition system but was denied. They explained that praising staff only caused jealousy and that, unless I could come up with a way to prevent that, I shouldn’t do it. True to form, I was not praised once during my time there.
TALKING ABOUT STAFF BEHIND THEIR BACKS
* During a team member’s annual performance review, the team member began discussing another employee with the other manager in the room. As if this wasn’t unprofessional and inappropriate enough, the conversation shifted to why the staff member not in the room had been missing work with gross speculation as to what was going on with her medically. I should have intervened earlier but honestly was so in shock it took me a minute. Eventually I managed to stop the conversation but not before the damage had been done.
* During a misunderstanding between my manager and me, I overheard my manager telling another staff member about it, calling me by name and complaining about what they perceived was my fault. When I attempted to address the situation, my manager refused to talk about it. Our relationship never recovered.
IMPROPERLY EVALUATING STAFF
* During my first annual evaluation at a new job, my manager had given me some low scores on a couple of items I didn’t feel warranted the score. When I asked them why, they said that even though I did great in those areas, they couldn’t give me a perfect score and they had to give me lower scores on something. Despite my pleading for a more equitable result, the scores remained.
* For several years, the bulk of my work had been in teaching and program facilitation with students. Although these positions required a great deal of administrative work, the bulk of my role was the direct work with my students. Unfortunately, at one position, my manager had never observed my work. Not once in all the many years I worked there. When it came time to evaluate me, they could only speak to my administrative work. I never once received any feedback on the main function of my role.
NEGLECTING STAFF AND THEIR NEEDS
* When I first became a manager, I didn’t know what I was doing (and it showed). I was not outwardly horrible with my team (I hope) but I sure was neglectful. I figured, they could do their job and I could do mine. I never sat down with them to discuss their performance. Not once. I guess a part of me figured they would appreciate the autonomy but mostly I was too ill-prepared and insecure to initiate these conversations. It was a terrible disservice to my team. This one still stings.
* The first day I showed up for one of my jobs, there was no one waiting for me. I nervously checked in with reception and was shown to my office. For which I didn’t have a key. After we worked through that, I sat at a desk that did not have a computer. Sitting next to a phone that did not dial out (I could receive calls though!) I didn’t have any business cards. I didn’t have an email address. I didn’t have an orientation plan. I sat at my computer-less desk and wondered what in the world I had gotten myself into. The items I needed came at varying rates, none of which made my orientation a pleasant or productive one.
* I worked in an extremely hot and humid climate at one of my jobs. For two consecutive summers, the A/C did not work. My clients and I would literally be sweating during our time together. Despite numerous attempts to get the A/C fixed and triage in the meantime, it was extremely uncomfortable, and certainly unhealthy to work under such conditions. It wasn’t until I connected with the president of the organization that the A/C was finally fixed.
The above examples of horrible bosses doing horrible things represent my personal experiences, but I know I am not alone. Employees across companies and across sectors have had and continue to have the misfortune of working for horrible bosses. What about you? What have your experiences been? Have you ever worked for a horrible boss? Have you been a horrible boss? Are you a horrible boss now? Are you ready not to be?
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