09-26-2021, 01:04 PM
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#21
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Franchise Player
Join Date: Mar 2007
Location: Income Tax Central
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Quote:
Originally Posted by Cecil Terwilliger
Slash his tires, spit in his coffee, have sex with his wife etc.
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2 out of 3. Tires are expensive.
__________________
The Beatings Shall Continue Until Morale Improves!
This Post Has Been Distilled for the Eradication of Seemingly Incurable Sadness.
If you are flammable and have legs, you are never blocking a Fire Exit. - Mitch Hedberg
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09-26-2021, 01:06 PM
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#22
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Franchise Player
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Quote:
Originally Posted by Two Fivenagame
What makes a bad boss?
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That's the sort of question where the answer depends on who you ask.
I think that the one main trait of a 'bad boss' though would be inadaptability. One 'boss' needs to be the kind of boss that all employees that report to him need, and it's likely that none of those employees will need him 'bossing' them in the same manner.
Last edited by WhiteTiger; 09-26-2021 at 01:12 PM.
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09-26-2021, 01:30 PM
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#23
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First Line Centre
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To me, a bad boss is one that doesn’t trust their employees to make correct decisions and are judgmental when a employee needs help.
The absolute worst is micromanaging
If you don’t trust your employees to do their job, you have the wrong employees. If you can’t find the right employees, then you have the wrong boss
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09-26-2021, 01:33 PM
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#24
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Franchise Player
Join Date: Feb 2011
Location: Somewhere down the crazy river.
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Quote:
Originally Posted by Two Fivenagame
What makes a bad boss?
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My frustration is mainly glib attitudes and not understanding implications of a decision they only took a minute to arrive at. They are creating fires that they (the company) needs to be bailed out from.
Most of it comes from not delegating and keeping too much on their own plate. The think they can handle it all, but then too late they realize they need help and it becomes an emergency.
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09-26-2021, 03:13 PM
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#25
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First Line Centre
Join Date: Feb 2005
Location: Calgary
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Quote:
Originally Posted by Locke
2 out of 3. Tires are expensive.
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not nearly as expensive as wives. especially ex-wives.
__________________
The Delhi police have announced the formation of a crack team dedicated to nabbing the elusive 'Monkey Man' and offered a reward for his -- or its -- capture.
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09-26-2021, 03:15 PM
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#26
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Franchise Player
Join Date: Jul 2010
Location: Calgary - Centre West
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Quote:
Originally Posted by boogerz
That could also backfire and put a target on the OP's back if his supervisor is the skip-level's go-to guy
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Yeah, I am relying on Ferrari knowing the skip level manager well enough to understand if this is a good idea or bad idea in their given situation and corporate culture.
With my current employer and role, having a skip level 1:1 is encouraged.
With my last employer, I never needed a skip level conversation with my first manager, because they were such a damned good manager and I could freely talk to them. When I was assigned the manager I ended up quitting from, I never really felt like I could talk to my skip level about him, because the skip level and my new manager were pretty tight. And he was a sh-tty manager.
So you need to know the playing field before having that sort of conversation.
__________________
-James
GO FLAMES GO.
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09-26-2021, 04:47 PM
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#27
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Franchise Player
Join Date: Oct 2005
Location: https://homestars.com/companies/2808346-keith-my-furnace-guy
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If the job description no longer applies/exists within your role I would most definitely ask to see what changes are in place and find out how to help yourself by doing so.
Change is Inevitable in any industry. Staying current IMO no longer applies and if you aren't still learning everyday a new boss/ bad boss can take advantage of that very easily .
Most bosses I had either tried micromanaging me or were attempting to make a point somehow by proving laziness, incompetence, weak linkage etc....only because of how transient our industry was as well.
I've in the past kept current up to minute records of policies and procedures for my role and expanded upon them with updates.
What was once 7 pages is now close to 30.pages of what I'm capable of handling.....this goes into every coworker i have responsibility.....its called added value.
I refuse to not be evaluated against or vs my peers after 30 years in the industry. My experience cannot be taught or learned in a course or book so whenever I'm challenged by anyone I ask them how willing they are to join me for a few days to see first hand how I interract with customers , put out fires, troubleshoot, diagnose and prepare for worst case scenarios daily .
Without a plan to cover your butt and actively doing it with written policies and procedures your dead.
I've gone as far as to ask for reviews from my customers. I ask that they spell out what they know are my strengths and tell why I'm the one to deal with and not someone else.
Don't get me wrong I'm a team player when I need to be but I also do things I've never seen anyone else even attempt to do.
They say 2% of people succeed because 98% of people don't even try or just wing it flying by the seats of their pants a day then wonder why they're let go.
I've learned my bosses job and it's a joke compared to the level of responsibility and accountability I have towards me myself and I.
COVID-19 has changed this ALL in 19 months . I now track every movement for proof since working from home and away from the office .
CYB (cover your butt)
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09-26-2021, 05:25 PM
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#28
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Franchise Player
Join Date: Sep 2013
Location: Brisbane
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Due to a company restructuring I get 3 different bosses within 3 months. Good times.
__________________
The masses of humanity have always had to surf.
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09-26-2021, 05:44 PM
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#29
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Franchise Player
Join Date: Sep 2013
Location: Brisbane
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While I'm here I better share an anecdote about my worst boss ever. Three things he did still stick with me:
-Didn't like technical advise I provided and instead of giving me a call he sends a company wide e-mail telling everyone to ignore me.
-Questioned my commitment to the company after I had to leave early due to a serious medical issue that ended up in hospitalization.
-When my daughter was born my wife and I weren't doing well mentally so I asked if I could move and do my national role in a city where we had support. Was told to wait a year and then see. Two weeks later I found out he was moving for the same reason.
__________________
The masses of humanity have always had to surf.
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09-26-2021, 07:09 PM
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#30
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Scoring Winger
Join Date: Dec 2011
Location: Calgary, AB
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I think that’s the other issue…sometimes organizations don’t even give middle management a chance at being competent. I’ve been at my current employer for 2 years. Our department has had 3 different directors and I’ve had 3 different managers; so clearly we have not had any semblance of clear vision or strategy. I used to support a client group of 3 directors and now they are all gone and I support two new directors. My new manager is new to the organization and asked me what coaching or feedback I’ve had. Ummm, none….and if I did have any, none of those people are here anymore anyways!
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09-26-2021, 08:21 PM
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#31
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Lifetime Suspension
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I just want my employees to stop pissing on the toilet seat.
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09-26-2021, 08:35 PM
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#32
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Powerplay Quarterback
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Quote:
Originally Posted by TorqueDog
Yeah, I am relying on Ferrari knowing the skip level manager well enough to understand if this is a good idea or bad idea in their given situation and corporate culture.
With my current employer and role, having a skip level 1:1 is encouraged.
With my last employer, I never needed a skip level conversation with my first manager, because they were such a damned good manager and I could freely talk to them. When I was assigned the manager I ended up quitting from, I never really felt like I could talk to my skip level about him, because the skip level and my new manager were pretty tight. And he was a sh-tty manager.
So you need to know the playing field before having that sort of conversation.
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I agree about having to know the playing field. In my situation there is a director above the manager and he strongly believes in the chain of command. All employee relations go to the manager and not him. He’s also one of those guys that likes to create trouble. You could be the perfect employee but he would still give you a poor performance review just to reinforce his authority. It’s unfortunate because the team used to operate as a family. We all supported each other and had a tight environment.
The more and more I read this thread I think it’s becoming pretty obvious that it’s time to look for a new role. In the meantime I’m hoping to cover my butt from any unfair criticisms and bullying. I’m quietly saving written evidence and taking steps to demand more from my boss. It’s the best I’ve got while trying to escape this work spot.
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09-27-2021, 04:48 PM
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#33
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Franchise Player
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My worst boss - ugh. We did not talk at all for almost 40 working days. Not even a good morning. Massive micromanager. Asked at Christmas time if I could come in early and leave for a 2 pm hockey game, had to send an email to her to clock in. Meanwhile she was working remotely, because it was Christmas, and I found out after the break that several things she was supposed to review prior to year end were not done. We had a senior management change and our office moral was surprisingly low, after some employee interviews, she had her people responsibilities taken away from her.
I am now fortunate in that I have the best boss. Does not micro manage, is supportive, allows flexibility, gives trust. Super knowledgeable, shares info, straightforward
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If I do not come back avenge my death
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09-27-2021, 05:37 PM
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#34
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Franchise Player
Join Date: Jul 2010
Location: Calgary - Centre West
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Quote:
Originally Posted by Knightslayer
I just want my employees to stop pissing on the toilet seat.
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Are your company bathrooms stocked with the good toilet paper or the cheap stuff that feels like a cross between decorative tissue paper and recycled paper hand towels?
__________________
-James
GO FLAMES GO.
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