Why the Corporate Landscape is Full of Bad Bosses - and How to Deal with Yours
Nowadays, managers who are “bad” in the sense of being outright tyrants, dictators, or monsters don’t usually last long. But the other kind of bad—managers who are incompetent, weak, overstretched, and/or miserable? It seems we’ve all worked for one. They're an endless trope in movies, TV, and books.
Why is it so easy to find terrible managers?
The Peter Principle
In 1969, Dr. Laurence Johnston Peter published a book with an explanation. He stated that "in a hierarchy, every employee tends to rise to his level of incompetence."
Many companies promote employees who are good at their jobs and/or have been there the longest. These employees continue to be promoted until they get stuck in a job they’re not good at.
Most people find jobs based on technical or specialised skills. For example, computer programmers, accountants, or salespeople. But management requires a completely separate skillset. It’s a different career.
There’s another layer to the Peter Principle. Being incompetent in a job makes most people miserable. As the cliché goes, misery loves company. Unhappy people tend to make the people around them unhappier (sometimes, but not always, deliberately).
Becoming a manager for the wrong reasons
In many companies, employees don’t have alternative paths to getting pay raises, or advancing their careers. Some people want the power of being the boss solely to fulfill their own needs. Or their new title represents status and prestige. These new managers don’t enjoy the role and aren’t equipped to lead their team.
Some companies fall victim to the Peter Principle. Other companies promote or hire managers based entirely on nepotism - favoring family members or friends—or workplace politics. Nepotism isn’t automatically bad, but it should never be the only criterion.
Not enough support for new managers
Most managers get between zero and two days of training for their new role. The trouble is, management is its own career. Some people will already have the required abilities and skills. Even so, they need guidance and support.
They’re thrown into the deep end to figure out their new leadership responsibilities. No one shows them how to set expectations, the right way to give feedback (whether positive or negative), and how to address poor performance or delegate tasks. They lack confidence for navigating difficult situations that require advanced interpersonal skills, problem-solving, or expert planning.
Signs of a bad manager
Here are a few characteristics and behaviours to watch out for:
Lack of compassion or empathy
Micromanaging
Inflexible
Unwilling to compromise
Yelling at employees
Knee jerk reactions
Flip-flopping on decisions or not making decisions
Playing favourites
Workaholic
What can you do?
While good effective managers are similar, bad manager tends to do their job poorly in their own unique way. Still, there are ways to deal with ineffective or counterproductive bosses.
If your boss is disorganised, forgetful, or doesn’t care much
Create a team calendar for meetings, deadlines, and separate concurrent projects. Make your reports as simple as possible. Keep room in your schedule for emergencies.
If your boss is controlling, doesn’t trust their team, or is overcritical
Update your manager about your project before they ask. Lay out each team member’s responsibilities. Achieve product goals to win their trust.
If your boss fosters a competitive work environment and measures individual performance instead of seeing projects as a team effort
Encourage your colleagues to collaborate instead of competing. Start group conversations face to face, via email, or by video. Discuss team goals. Receive written approval and directions in writing for project expectations and plans.
If your boss comes up with lots of ideas but never follows through, distracts not only themself, but everyone else, and makes spur-of-the-moment decisions
Suggest realistic deadlines. Ask them to prioritise each idea, and have honest discussions about whether there’s enough time or energy for quality work. Suggest ways to increase productivity and improve efficiency. Ask whether their new ideas will help or hurt team goals and the bottom line.
Yes, you might be taking over some of your boss’s responsibilities. Sometimes there’s not much else you can do—if you can’t or don’t want to look for a new job. There’s some good news. If and when you decide to move on, your CV and LinkedIn page will be packed with juicy impressive bullet points. You’ll have plenty of ear-grabbing stories for interviewers.
Just never ever complain about, put down, or insult your boss to potential new employers. Focus on your accomplishments and describe the context of the situation tactfully.