PURCHASE GAIL'S AUDIO AND LEARN HOW TO DEAL WITH YOUR BAD BOSS!
Raw Reality with Gail Kasper – Bad Bosses Q&A with Robin Bond, Esq:
Gail: What do you hear as the most common type of bad boss?
Robin: What I call the Narcissists – those who can’t see the world from any perspective other than their own.
Gail: How should we handle them?
Robin: Talk to them in a way they can hear you – in a message that is all about them. Use what I refer to in my book as “WIIFM factors” to show them why there is something in it for them to give you what you want or need.
Gail: I’d like to ask your advice on how to handle the following bad bosses:
Robin: I’d be delighted to share my general thoughts with you. Of course what I say can’t be considered actual “legal advice” that would be right for any particular viewer or reader’s situation, because each person needs to discuss the specifics of his or her fact situation with an attorney to get actual legal advice; however, I am happy to provide some helpful general tips.
Gail: WHAT CAN YOU DO IF YOUR BOSS TAKES CREDIT FOR A PROJECT OR YOUR WORK…
Robin’s tips: – Here are some possible responses for you to share with your boss, in a respectful way: -Can we talk about how my contributions are portrayed in the organization? I sometimes feel that my input isn't acknowledged. - Or, it is important to me that I see get to share in the credit for my contributions in the organization. I have worked on several projects, yet my name was not reflected on the final work product. -What are some ways I can get some exposure on the xyz project? Would I be able to present it at the leadership meeting?
Gail: BOSS STEALS AND BLAMES YOU…
Robin’s tips: This can happen if the boss is asking you to engage in shady activities as part of your job, and saying he’ll “cover” for you – but then in fact blames you when things go wrong. Look at what’s going on with Fabulous Fab and others in the financial world these days. Bottom line, if asked to do something unethical, buy some time with your boss, then immediately call an employment attorney outside the company who represents employees, or go to www.SuperLawyers.com or www.nela.org to find someone near you, and get a consult on what to do. Once you go down a path of wrongdoing, it may not be possible to “undo” it. Your company may have an anonymous ethics hotline, but these can be fraught with peril – I still recommend you get the outside legal consult first.
Gail: BOSS BADGERS YOU…
Robin’s tips: Bullying is harassing or intimidating an employee to make the workplace so bad they’ll want to quit. Examples are providing an employee with unreasonable or impossible work assignments, verbal abuse like name calling, shunning or mean-spirited acts towards the employee. If it crosses the line into physical threats or abuse, you’ve got a possible crime or workplace violence. We lawyers look for hostile work environment claims. Bullying transcends gender. Half of all bullies (58%) are women. Half of all bullying is woman-on-woman. Women comprise 80% of targets. Here’s my advice on how to deal with a bully: 1. Document what occurred, when and who was present; 2. Check what policies your employer has on anti-harassment and workplace violence; 3. Get an outside legal consultation for strategy on what to say and do BEFORE you file anything with HR, so you articulate the right buzz words in your complaint; 4. Get an outside physician consult for help coping and even ask for a medical leave; 5. Have your attorney help you make a business case that the bully is too expensive to keep, and is hurting the business (again, what I refer to in “How To Negotiate a Killer Job Offer” as a WIIFM factor) 6. Confront the bully and offer acceptable alternative behaviors; and 7. Start looking for a new job, have an exit strategy and be prepared to leave.
Gail: BOSS SETS YOU UP TO FAIL BY GIVING YOU A TASK TO DO AND THEN SAYING I DIDN'T WANT IT THAT WAY/ON TOP OF THIS DOESN'T WANT TO PUT ANYTHING IN WRITING.
Robin’s tips: Tell the boss, “Sure, whatever you want.” Then confirm in a polite email response after the meeting what direction you’re going to take, and ask the boss to send any corrections by return email, and if you don’t get any by (date), you’ll proceed as set forth in your email so you can keep the project moving, and the log updated for team communication. You are not documenting anything for yourself of course – heaven forbid – but it is imperative for team communications that you do so, that’s all.
About Robin Bond: Robin F. Bond, Esq. is one of Pennsylvania’s 2013 Super Lawyers for Employment Litigation, one of the 2013 Top Lawyers of the Main Line for Employment Law, and is consistently honored as a top attorney in the area of employment law. As the founder of her own employment law firm, Transition Strategies, LLC, she has never been afraid to take on any opponent, and is respected for the results she consistently achieves through negotiation savvy and deal-making skill. Robin’s strategies for negotiation success are distilled in the book “How To Negotiate a Killer Job Offer ,” with a foreword by Mark Cuban, the famous shark on ABC’s “Shark Tank.” Robin worked for over 10 years as an in-house attorney for companies, and this gave her the insider knowledge of having been on “both sides” of the bargaining table. She now primarily focuses her practice as an employment and business lawyer who represents individuals in workplace matters, especially the negotiation of employment and severance deals, whistleblower and discrimination claims. For more information about Robin and her practice, go to www.transition-strategies.com or www.robinbond.com