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Forty-three percent of workers who are dissatisfied with their bosses plan to change jobs within a year.
That result from a recent CareerBuilder.com survey ? called ?The Boss: 2004? - should not come as a surprise. Over and over again I find that much of a worker?s experience on the job hinges on the relationship with one?s immediate supervisor.
Not long ago I discussed this phenomenon with Gordon Engdahl who for many years ran HR at 3M Corporation. Employee surveys revealed to Gordon that workers usually left 3M because of poor leadership at the division level.
As a result, Gordon invested heavily in a leadership development program for middle managers. The training especially emphasized how managers need to listen, and communicate, rather than simply dictate; good leaders empower, not power over. Once the leader development program took root, Gordon noted marked improvement in worker satisfaction across business units.
Ok, but what do you do if you have a lousy boss? Rather than leaving a company, Rosemary Haefner of CareerBuilder.com offers some useful suggestions:
Become a Suggestion Box - Confront a difficult boss diplomatically by placing a positive, "for the greater good" spin on ideas that will help to unburden you.
Keep a "My Boss is a Bozo" log - in situations where supervisors are verbally abusive, inappropriate in action, or otherwise unprofessional, it is important to document each and every incident with date, time, witnesses and specifics.
Cut out the Middle Man - If you have tried speaking to your boss about your work concerns and have not found resolution, talk to his/her supervisor or the Human Resources department.
Jump Decks, Not Ship - If you like the company you are working for, but don?t like your manager, look into transferring into another department where you can transition your skills and find a more supportive mentor.
Interview the Next Big Cheese - If you decide to pursue a position at another company, ask your potential boss questions about his/her management style or how he/she would handle specific incidents to gauge whether or not the position is the right match for you.
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