Working with horrible bosses can teach us wonderful lessons. Aside from the obvious learning of how to be an unsuccessful leader, we can learn character, strength, confidence and conviction in our own journey.
What is your first thought when your manager tells you he likes for everyone to work at “capacity”. I think about robots. I have heard this consistently through my tenure at a J.O.B. I thought this was a strange term to use about one’s staff, so I decided to look up the definition.
Definition of Capacity
According to Miriam Webster, capacity is a noun, the meaning is 1. legal capacity or fitness-capacity to stand trial, 2. the potential or suitability for holding, storing, or accommodating-a large seating capacity and the maximum amount or number that can be contained or accommodated-a jug with a one-gallon capacity -or- the auditorium was filled to capacity, 3. an individual’s mental or physical ability-he has the capacity to handle this job -or- her breathing capacity has deteriorated, 4. duty, position, role-will be happy to serve in any capacity and 5. the facility or power to produce, perform, or deploy-industries running at three-quarter capacity. You can read more here.
I do not believe any of these definitions of capacity encapsulate what this manager meant by “working at capacity”. I felt like I was being treated like a machine, and I am certainly not a robot. I have had multiple discussions with friends and professionals about robots vs. humans and the word capacity.
In my circle of influence, this is not a word a good leader would use in terms of any human being. The consensus was that one might say, “my department has the capacity to handle the project (see #3 above). The meaning of which is that there is enough staff, the number of employees.
Teamwork and Collaboration
I truly believe that no matter what your position is, you have something to offer to a project. There is not one person who can learn and grow individually. Every once in a while, someone will achieve success on their own. Ultimately, these are the managers that rise to their level of incompetence.
While at this J.O.B., I was constantly told that “the buck stopped with me”, yet I was not included in any communication regarding the projects I worked on. Every variance I looked at became a research project. I was constantly told, “why didn’t you ask me; I know everything?”
If I did ask a question, I was met with frustration and fist pounding. The boss would say, “I cannot know it all, check with the project manager!” I learned very quickly to ask the project manager first and position myself in a more solid place when asking a question.
On-the-Job Training
When I first started this J.O.B., there was no training. I learned on-the-job, which is how I learn best. When mistakes are met with anger and sarcasm, stress happens. I was so nervous everyday for the first 6 months, my eyebrows and eyelashes fell out! (Update: today, my eyelashes have grown in somewhat, but my eyebrows have not.)
In the beginning, I was constantly told “If you didn’t know, why didn’t you ask?” Well sometimes, things are just process, and there are no questions to ask. After all, when you’re new, how do you know what you don’t know? …and why would you ask something that appears to be SOP?
In trying to figure it, I asked my peers questions. I quickly found out there were secret emails not shared and worksheets saved on personal drives not on our shared drive. If you knew what specific question to ask, you might be privy to the secret information. Ultimately, I stopped asking questions and fumbled through it all.
There were two colleagues I found who were willing to work with me to get our jobs done. We chatted about projects, shared information and troubleshooted together. We were told to stop chatting, and if I’m not busy, I’m to “look busy”. I dubbed this “fake working” and from this point on, we kept our relationship our “secret”. (Update: today, we are still friends and it’s still a secret!)
We Always Did It This Way!
The office was one that relied heavily on paper process. The technology we had was not used to it’s fullest. The staff, untrained and lacking experience, was inefficient. “We always did it this way” was the mantra.
I learned the system by taking online webinars, reading Reddit boards and asking questions on Quora. Once, I suggested we use a feature to serve a client with more reporting value. I was ignored. Later that year, my colleague called our tech support to learn the function. Instead of including me in the call, I was told how to do it when the entire project was “dumped” in my lap.
I am not the type who needs “credit” for anything, but not even to acknowledge that I had the original suggestion and include me in the call speaks to the unprofessional nature of the office and its leader.
The staff was not trained. There was more of a figure it out and that will become the process. Most were limited in knowledge of technology; some unwilling to learn. This led to a paper-intensive process that was not conducive to information sharing or efficiency. My boss was all knowing, and, therefore, demanded that everyone ask them questions as no one was smarter. Due to the tumultuous leadership style, no one asked questions or brought errors to anyone’s attention.
Lack of training and open communication results in time consuming, gross inefficiency. Small business cannot afford this and must be able to use technology to grow their business. Talent must be trained by experts in the field to scale.
Know Your Colleagues … & Manager!
I have worked for small, mid and large companies. No matter the size of the company, there was always office politics. I learned very quickly to keep my personal life personal. To this day, I guard and value my personal life very close to me. I have a hard, thick line I will not allow anyone to cross.
Once, in the middle of my career, I was going through some personal medical issues. I shared this with my supervisor as I needed time off work and, at times, a work from home accommodation. My supervisor shared my personal situation with the higher level manager. My supervisor resigned, and I reported directly to this manager. They were empathetic to my situation and told me to let them know whatever I needed.
One evening I was working late. I went into my manager’s office to submit a report. We ended up having a very tough discussion in which they used my personal situation against me. At that time, it was difficult for me to speak up for myself, but I did. The next day, I went to HR. This was the last time I ever put myself in a professional situation where my personal life was up for discussion.
Know who you are working with. Colleagues can be just as unprofessional. The horrible boss J.O.B. saw several different kinds of co workers. They all come with their own issues that you need to be aware of.
These Were My Colleagues
The Kiss-Ass: these people are not to be trusted. They are the people who incite issues based on how the horrible boss feels about a particular person on a particular day. This person, along with another co worker, tried to create a hostile environment for me by spreading untrue “facts”. Ultimately, they rose to their own level of incompetence and verbally abused me, which I had the sense to record. Fast forward, I am now confident in speaking up, which I did, and the person was told to apologize to me. They now kiss my ass (insert eye-roll emoji here!).
The Old Lady: this person, also not to be trusted, loves gossip. They will also make comments under their breath. This person tries to be part of the “in crowd” at any expense. This person was part of the hostile environment incited by the Kiss-Ass and also was told to apologize; they did not.
The Paper Hoarder: this person wants nothing to do with technology though their job relies on use of technology. As a long-term employee, this person remains mostly neutral, but will deflect (even at your expense) the minute the possibility exists that they will be accused of wrong-doing. Unfortunate mistakes cloud this person’s performance as a paper laden process leaves large spaces for error.
The Work Wife: wants to know All. The. Things., personal and professional. They over-share personal information, insinuate themselves in your personal information, but do not share necessary professional information. This person is the horrible boss’ right-hand.
My point is, make sure you know who you are working with. Keep your distance, let them kiss your ass, remain neutral and not share necessary information. In then end, they all rise to their level of incompetence and experience the rage of the horrible boss!
Lessons Learned
Humans make errors, are not robots and do not have cpacity as an inanimate object does. An imbalance in workload results in lack of attention to detail and missing deadlines. Make sure to have multiple discussions about workload and meeting client demands.
A huge lesson about accountability and meeting deadlines when you work for a horrible boss. When your manager/leader/boss overloads you with work and you miss a deadline, make sure to acknowledge that your manager is also accountable. Before you deflect to your manager or the climate at your J.O.B., make sure of the following:
- You have discussed your workload and your boss is clear on what you can handle (i.e. your capacity!),
- You have analyzed and re-analyzed your time, and
- You have done your best to work through your “overwhelm” with your manager.
Remember Where You Came From
I’ve had to take a step back and remember that I learned what I know from a Fortune 100 company where I was awarded for my teamwork and collaboration efforts; where I was chosen to sit on the President’s Council for employee engagement; where I was promoted and bonus-ed because of the job I did and impact on the company. I have worked with major organizations and have been happier working 24/7 for people who cared and acknowledged my effort.
Humanity is a quality that you should seek out when looking for a new opportunity. Focus on how a manager “makes you feel”. Your intuition will immediately raise a flag when someone has negative energy.
Be confident to speak up for yourself. No one deserves to be disrespected. Speak up professionally and factually. Horrible bosses are bullies and bullies back down when faced with equal “force”.
Before you go…
What do you have to add about lessons you have learned from people who are a negative influence at work? Leave a comment below!
