Let me break the bad news to you. Senior management knew this person was toxic when they made him your supervisor. This type of problem is rarely a surprise. The question is what now? c
I have seen a few times when senior management does the right thing. They hear from employees communicating well documented concerns directly to them or via a 360 evaluation. They learn from unhappy customers. They see the dashboard of performance metrics. They see the rebellion brewing and mass exodus coming.
They make quick attempts to coach and remediate the failing supervisor. Absent a turnaround, they let him go. Or seeing all the evidence, they just cut their losses.
Hopefully, they don’t have him ride the circuit transferring him from department to department until people are ready to kill him causing them to send him to a new place with new victims every 18 months.
Bad bosses never get better with time or relocation. Incompetence and a lack of integrity is simply who they are. They specialize in projection and make a career out of blaming others for their failures. They don’t just happen. Today’s bad hire could be someone’s supervisor tomorrow.
Most of the time, the same senior management who made this person a supervisor usually won’t accept reality or take action. People are most likely to act when they are in pain. They’re not in pain. You are.
So now what? You quit. As long as the bad boss is in place, it is your problem. The moment you leave, it is someone else’s problem. Toxic bosses make healthy people sick. No job is worth your health.
If you stay and prop him up with your performance, you ensure he stays. If both of you stay, senior management remains immune to the consequences of their own poor decisions. You won’t be changing him.
Once again, don’t tell yourself the lie that they probably don’t know. They know. They knew before they made him your boss.
If some how they did not know, then what does that tell you? You’ll never make more important decisions than who you hire and who you promote.
High performers quit bad bosses all the time and we should. Leadership has a moral and professional duty to provide every member of the team with everything you need to do the job. They failed. You did not. They value their egos more than your health.
Don’t let dysfunction drag on by protecting it. It will only keep you in problems and pain. If they don’t show some leadership, then you do.
Our time and talent are two of the most valuable resources we can give to another. We want to spend them where they are truly appreciated. We also want to enjoy what we do.
Working for a great or good leader is wonderful. They do exist. Find them and work for them. You’ll be glad you did.
Sources: Abrashoff, 2002; Blanchard, 2011; Collins, 2001; Drucker, 2001; Grant, 2017; Kotter, 2012; Lencioni, 2012; Maxwell, 1998; Welch, 2005.
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