5 signs your boss is pushing you toward the exit
Whenever the job market improves, employers are more inclined to let subpar or irritating workers go, figuring they can get better-quality employees.
I'm seeing more information from pollsters and consultants who say employees need to be aware if they're being nudged out the door.
A June report from Harris Interactive said 27 percent of managers surveyed “have a direct report that they would like to see leave their company.” The surveyed managers listed these red flags:
• Your manager is pointing out more of your shortcomings.
• Your responsibilities are reduced, or you're not part of certain meetings or projects.
• Your communications come by email, not in person or on the phone, and you're out of the loop.
• A new employee is hired to do the same work you do.
• In social workplaces that have after-work gatherings, you're not invited.
Job retention hinges on many factors. Sometimes, personalities simply don't mesh. When it's unlikely that your boss will change, you could be out the door, no matter how well you do your job.
But if your boss has performance complaints about you, you must find out what those are. If formal evaluations or meetings aren't making the problem clear, you must ask.
Ask how you are disappointing your managers and how you can improve. Immediately. The damage already may be done. But you may be able to make the case that you want to do better, that you can do better and that you want your boss's confidence.
And managers, do your employees a huge favor: Be direct and specific about their need for improvement. Those conversations aren't comfortable, but they're easier than a pink slip meeting. And it wouldn't hurt to boost confidence by finding something nice to say, if you can.
Diane Stafford writes for The Kansas City Star. She can be reached at 816-234-4359 or email@example.com.
Show commenting policy
TribLive commenting policy
You are solely responsible for your comments and by using TribLive.com you agree to our Terms of Service.
We moderate comments. Our goal is to provide substantive commentary for a general readership. By screening submissions, we provide a space where readers can share intelligent and informed commentary that enhances the quality of our news and information.
While most comments will be posted if they are on-topic and not abusive, moderating decisions are subjective. We will make them as carefully and consistently as we can. Because of the volume of reader comments, we cannot review individual moderation decisions with readers.
We value thoughtful comments representing a range of views that make their point quickly and politely. We make an effort to protect discussions from repeated comments either by the same reader or different readers.
We follow the same standards for taste as the daily newspaper. A few things we won't tolerate: personal attacks, obscenity, vulgarity, profanity (including expletives and letters followed by dashes), commercial promotion, impersonations, incoherence, proselytizing and SHOUTING. Don't include URLs to Web sites.
We do not edit comments. They are either approved or deleted. We reserve the right to edit a comment that is quoted or excerpted in an article. In this case, we may fix spelling and punctuation.
We welcome strong opinions and criticism of our work, but we don't want comments to become bogged down with discussions of our policies and we will moderate accordingly.
We appreciate it when readers and people quoted in articles or blog posts point out errors of fact or emphasis and will investigate all assertions. But these suggestions should be sent via e-mail. To avoid distracting other readers, we won't publish comments that suggest a correction. Instead, corrections will be made in a blog post or in an article.
- New York farmers lament lost opportunity for gas riches
- U.S. coal mines nearing record low in worker deaths
- Energy sector adjusts to global oil plummet
- Wesco cautious, reaffirms guidance
- 3 tips to use up health account funds
- Kim Komando: Can you get a virus on your smartphone?