So, I was feeling a
little bad about my tendency to focus on rotten bosses, because other people
are so determined to focus on the good stuff, and I was beginning to consider
myself a Negative Nelly in comparison.
What got me thinking
about this was a reader response to an article in which I’d asked, “What makes
a bad boss?” The reader said she wanted to “turn the question around” and ask
about good bosses, and that made me realize—
I think talking about
good bosses is pretty damn boring.
Working with a good boss
is fabulous (I’ve had a few so I know), and it’s not like good bosses (or those
motivated to be good bosses) don’t need and warrant some attention and
instruction. They do. I like to think that I’ve been a pretty good boss in my
time, and I certainly learned a thing or two from reading about what makes a
good boss.
But these days, my heart
is somewhere else.
Because employees who
want to do a good job don’t get all tied up into knots trying to figure out how
to work with a good boss.
And employees don’t come
home at night with a big old headache and only enough energy to plunk on the
couch (or get in the bed) to watch a second-rate television show before they
fall asleep, all the while obsessing on the latest foolish/cruel/frustrating/abusive
actions of their good boss.
And I have yet to be
contacted by an employee who needs advice because she’s at the end of her rope
trying to please her can’t-be-pleased good
boss.
You get the picture.
I write about bad bosses
because people need help working with bad bosses, and sometimes I think they
just need permission to call it like they see it and have someone say, “I get
it. And yes, your boss is an asshole.”
So dear reader, feel
free to reframe the question however you like. As for me, I will continue to
call out the takers, and the cowards, and the bullies. Those who,
unfortunately, have managed to attain some measure of authority and control and
are using it to show the world how
big of a deal they are at others’ expense.
The bad, rotten, stinky
bosses.
No comments:
Post a Comment