Bosses get bad rating in survey
Would you take a bullet for your boss?
More than 70 percent of people who were asked that question in a recent survey conducted by bodyguard David Simmonds, whose job it is to do just that, said no way would they stand between someone with a gun and their boss.
Not surprising, right? Unless, like Simmonds, your duty is to protect the person you work for, it's asking a lot.
But what is startling is that many people dislike their managers so much that they're not even willing to cover up for their boss's mistakes, according to my very unscientific survey. Some say they would go as far as to sabotage the work.
The biggest frustration people say they have at work are “idiot” bosses. They define them as bosses who:
• Do not have a clue how to do their jobs.
• Aren't able to solve problems when you come to them with issues.
• Are insensitive to people around them.
Insensitivity includes managers who berate employees in front of others and who take credit for work they didn't do.
Surveys show quite a discrepancy between how employees rate their managers and how the managers rate themselves. The latter think they're a lot better at managing than their employees rate them.
Part of the reason managers don't know how folks feel about them is that only a small percentage of the workforce is given the chance to review a manager's performance formally. And most workers aren't going to take the risk of telling their manager what they really think.
Even bosses who are not mean, incompetent, clueless and insensitive have a tough go at it because of the nature of the relationship, which has a “sense of ‘superior-inferior,' ” psychologist Elizabeth Lombard says.
“Feeling ‘inferior' does not feel good. A worker is often anxious around her boss, second-guessing what she is doing because she expects her boss to be constantly judging her,” Lombard says.
The relationship “involves an uneven power dynamic,” psychotherapist Charles Allen says. “In general, people don't like being told what to do.”
They would be OK with being told what to do if — and that's a big if — “they have a high level of confidence and trust that the boss knows what they are doing and it will bring about a desirable result,” he says.
Too many workers don't have that level of trust. As a result, many will leave their jobs next year and for new bosses.
A survey by British recruitment firm Staffbay found that of 15,000 workers, 87 percent wanted to leave their job and would be hunting for another one in 2014. When asked why, 53 percent said: “I don't trust my boss.”
What exactly don't they trust? Many respondents said they don't trust them “to do the right thing by them and their career.” Others felt they weren't valued.
If you manage people and really want to know how you are doing, here's the simplest way to find out: Use the technique of former New York City Mayor Ed Koch.
He would walk around the city and ask the people he served, “How'm I doin'?”
Write to Andrea Kay her in care of USA TODAY/Gannett, 7950 Jones Branch Drive, McLean, VA 22108. E-mail: 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.
- Shale gas violations down as DEP steps up inspections
- Hackers have wide reach
- Macy’s prepares outlet stores
- ‘Rank and yank’ doesn’t meet all expectations
- Allstate patents driver analysis
- Week yields lessons on China
- Fund fees within investor control
- Crash-prevention technology changes face of auto industry
- Mylan shareholders approve $34 billion hostile takeover bid for Perrigo
- Trib Total Media puts 9 Western Pa. newspapers up for sale
- 2015 Chevrolet SS departs from the expected