We have all had a boss at some time, but some of us have been lucky enough to meet a difficult boss , those who in some way or another have problems to interact healthily with your employees.
According to the Internet site business.tutsplus.com, from this universe of difficult bosses some types stand out, such as narcissists, who consider that they do everything well and if there is any failure, they will not hesitate in blaming their employees, but when it comes to good results, they are the ones who did it.
We also find the boss who has favorites. That is the one that regardless of the level of preparation of the employees, promotes only those who like them, perhaps leaving others who do have the credentials to take the position into oblivion.
And so, there are several other types of difficult bosses , but what we will discuss today in these lines is not how to judge them or point the finger at them, but how to do to improve our relationship with them.
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For this, and in our experience, it is important that before facing and making an action plan for each specific type of difficult boss , we go to the basics and fundamental that makes us call ourselves human beings: practice empathy .
By now you are wondering what this has to do with it, and we are going to answer this question. It is that, many times in our role as employees we dehumanize our bosses , that is, we believe that they are machines without feelings.
But it is the opposite, if we take a moment to observe our difficult bosses , we will realize that like each one of us they have personal problems and even insecurities. Yes, this is not an excuse for their behavior, but this master strategy is for us , to understand our boss a little more and understand that not everything is not personal, nor is it fortuitous.
If we come to understand it a little more, to elucidate that many times they are as much or more pressured by senior management or that perhaps they try to hide some other professional or personal failure in their way of acting, we will have traveled more than half of the way, and It is there when we can decide whether to deal with this situation or simply seek advice from the HR department of our company.
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