Do you want to know a sure sign you work somewhere where either the organization is terrible – or the boss is?
If they want to limit discussion to only your reaction, rather than the actions, words, or circumstances which triggered you, it’s a poor organization. Even people accused of murder have the opportunity to detail the timeline of events that preceded the alleged crime.
People are complex. Most people rarely flame out or over-react.
If your boss fails to listen, regardless of how ‘busy’ he or she is, it is likely the job or boss sucks. If it becomes a pattern, it is a certainty.
If your boss vocalizes the idea or emails any insinuation that your concerns are trivial, you work for a poor boss.
If someone uncharacteristically lashes out, you need to stop and examine what happened – as if human beings are involved. Forget the check-boxes and paint-by-the-numbers nonsense that HR insists that you use. Good HR representatives are compassionate, but it’s vital to remember that their primary responsibility is toward the company, which by definition is impersonal.
Good people don’t lash out or lose their sh#t unless they’ve been ignored.
In the last few years, most of us have witnessed the role of HR diminish from watchdog to whitewash. As organizations silo their areas, poor managers tend to become worse managers – and without anyone properly keeping an eye on them.
So many of us tolerate stress, mismanagement, misbehavior, or other cumulative craziness without a comment. Without warning, the valve blows and we react.
The boss rarely understands that we might be around a toxic employee or drama llama, or that employees are expected to do too much or tolerate behavior that would never be forgiven outside of work. Because businesses are running leaner or management is less well-trained than previously, the issues tend to flame out with greater consequence.
I see this becoming a worse problem as managers focus on metrics and impersonal considerations ahead of our humanity. As we emerge into a postcovid workforce, I predict that there’s going to be a great deal of backlash with this, even though many workers will continue to work from home.
When managers shift to priority management, especially during a crisis, people have fewer ways to vent their grievances. Despite the fact that most bosses grow to despise this part of their job, it’s actually more important than ever that they grin and bear it as they listen to their subordinates. Even if they don’t appreciate the alleged severity of the issues, failing to provide a release valve will hurt everyone. Pressure always leaks out of the organization. Whether it leaks out harmfully depends on the individual who is being ignored.
While it is simply my opinion, I think organizations need to stop leaning toward efficiency. Most people do their jobs well without micromanagement. The human component, the part needing attention, is suffering now more than ever. I see it in real-time.
I know the agony bosses suffer when they listen to a lot of complaining. It works precisely like a marriage, though. If you stop listening, you’re going to find your stuff piled in a flaming heap in the driveway.
Besides, in my experience, the terrible bosses who do this sort of thing are the worst when someone does the same to them. They will destroy the entire business if necessary if they are judged in a vacuum and without being afforded the opportunity to explain why they lost their sh#t.