Make sure you’re in a quiet undisturbed place and have time to talk about it fully. In the middle of a meeting or as a casual hallway chat are not the best ways to approach the subject. It can be tempting to wait, thinking that it might get better on its own, or that your boss might be promoted, transferred or leave. If you have a bad relationship with your boss it’s vitally important that you do something about it as soon as possible. Managers aren’t mind readers, and they need honest, constructive feedback. This can be scary because of the power imbalance between managers and employees, but it needs to be done. Presuming your boss is in category 1 or 2, you must let them know what they can improve. 3: Let your boss know what they could do better These managers are usually beyond helping and may never learn and improve. There’s also the third category of boss: Those who steadfastly refuse to acknowledge that they’re bad leaders, or who revel in the fact that they make people unhappy at work. Suffice to say I did not finish my workday. My boss replied, “Well, she’s not dead yet, so I don’t have to grant your leave. I told my boss that I needed to leave for a family emergency and explained the situation and how close I was to my grandmother. After a phone call from a family member I was told to come to her bedside, as death was imminent. A couple of months before I threw in the towel my grandmother became very ill. I used to be the Public Relations Coordinator and Editor for a local non-profit organization. At their last status meeting before Christmas, the boss even spent five minutes praising Paul’s department for the work they’ve done and the results they’ve achieved. The result: Over the course of three months, the boss has come around and now freely and happily comments on the great results Paul is getting. He kindly but firmly let his new boss know that in order to be motivated he also needed positive recognition for the things he did well. Well, Paul doesn’t stand for that kind of thing. In weekly status meetings, he would only comment on deviations from the budgets and demand explanations and actions plans.
Paul’s new boss was constantly critical and never showed any appreciation for a job well done. Some managers know that what they’re doing is wrong and are trying to improve-these people need our support and good advice in order to do better. Most managers who make their employees unhappy are simply unaware of this fact-nobody has ever told them that what they do isn’t working.
The uncontested, number-one reason why people are unhappy at work is bad management.
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