How do workplace crushes affect productivity. What are the potential risks of pursuing a relationship with a co-worker. Can office romances ever be successful. How should one handle unrequited feelings for a colleague. What are the company policies regarding workplace relationships. How can employees maintain professionalism while dealing with romantic feelings at work. What are the best ways to move past an office crush.

Understanding the Nature of Office Crushes

Office crushes are a common phenomenon in the workplace, often sparking a mix of excitement and anxiety. These attractions can develop for various reasons, from shared interests to admiration of professional skills. But what exactly constitutes an office crush?

An office crush typically involves romantic or sexual attraction to a coworker, often accompanied by heightened awareness of their presence and a desire for increased interaction. These feelings can range from mild infatuation to intense emotional attachment.

Why do office crushes occur?

• Proximity and frequent interaction
• Shared goals and experiences
• Admiration of professional abilities
• Physical attraction
• Emotional connection

While office crushes are normal, they can complicate workplace dynamics. Understanding the underlying factors can help individuals navigate these situations more effectively.

The Psychology Behind Workplace Attractions

The development of romantic feelings in a professional setting is a complex psychological process. Several factors contribute to the intensity and persistence of office crushes.

One key element is the familiarity effect, where repeated exposure to someone increases attraction. In a work environment, daily interactions can foster a sense of closeness and comfort, potentially leading to romantic feelings.

Factors influencing workplace attractions:

1. Shared stress and accomplishments
2. Professional competence and admiration
3. Limited social circles outside work
4. The excitement of the “forbidden fruit”
5. Projection of ideal qualities onto colleagues

Understanding these psychological underpinnings can help individuals contextualize their feelings and make more informed decisions about how to handle workplace attractions.

The Impact of Office Crushes on Work Performance

Office crushes can significantly influence an individual’s work performance, both positively and negatively. On one hand, the excitement and motivation stemming from a crush can boost productivity and job satisfaction. Employees might put in extra effort to impress their crush or find renewed enthusiasm for their work.

However, these attractions can also lead to distractions, decreased focus, and potentially compromised decision-making. The emotional rollercoaster of an office crush may result in mood swings that affect professional interactions and team dynamics.

Potential effects on work performance:

• Increased motivation and productivity
• Improved mood and job satisfaction
• Distraction and loss of focus
• Anxiety and stress
• Altered professional relationships

Recognizing these potential impacts is crucial for maintaining a balance between personal feelings and professional responsibilities. Employers and employees alike should be aware of how workplace attractions can influence the overall work environment.

Navigating the Ethical Considerations of Office Romances

While office crushes are common, acting on these feelings raises numerous ethical considerations. The power dynamics, potential for favoritism, and risk of sexual harassment claims all contribute to the complex landscape of workplace relationships.

Many companies have specific policies regarding office romances, ranging from outright bans to disclosure requirements. These policies aim to protect both the company and its employees from potential conflicts of interest and legal issues.

Ethical considerations in office romances:

1. Power imbalances between involved parties
2. Potential for perceived or actual favoritism
3. Risk of sexual harassment claims
4. Impact on team dynamics and morale
5. Conflicts of interest in decision-making

Employees considering pursuing a workplace romance should carefully weigh these ethical considerations and familiarize themselves with company policies. Open communication and transparency are key to navigating these situations responsibly.

Strategies for Managing Unrequited Office Crushes

Dealing with unrequited feelings for a coworker can be challenging and emotionally draining. However, there are effective strategies for managing these emotions while maintaining professionalism in the workplace.

One crucial step is acknowledging the feelings without judgment. Accepting that crushes are normal human experiences can help individuals process their emotions more effectively. From there, focusing on personal growth and professional development can provide a positive outlet for these feelings.

Tips for managing unrequited office crushes:

• Maintain professional boundaries
• Focus on personal and career growth
• Seek support from friends or a therapist
• Engage in activities outside of work
• Consider transferring departments if necessary

By implementing these strategies, individuals can navigate the emotional challenges of unrequited office crushes while preserving their professional relationships and work performance.

The Pros and Cons of Pursuing Office Relationships

While office romances are often discouraged, they do occur and can sometimes lead to successful long-term relationships. However, it’s essential to carefully consider the potential benefits and drawbacks before pursuing a romantic relationship with a coworker.

On the positive side, couples who meet at work often share common interests and understand each other’s professional lives. This shared context can foster strong connections and mutual support. However, the risks of workplace tension, career complications, and potential job loss if the relationship ends poorly are significant considerations.

Pros of office relationships:

• Shared interests and understanding
• Convenience of seeing each other regularly
• Potential for strong, lasting connections

Cons of office relationships:

• Risk of workplace tension
• Potential career complications
• Difficulty maintaining work-life balance
• Gossip and scrutiny from colleagues
• Challenges if the relationship ends

Weighing these factors carefully can help individuals make informed decisions about whether to pursue office relationships. Open communication with potential partners and, if required, with HR departments is crucial for navigating these situations responsibly.

Legal Implications of Workplace Relationships

Office romances can have significant legal implications for both employees and employers. Understanding these potential legal issues is crucial for anyone considering a workplace relationship or tasked with managing such situations.

One of the primary legal concerns is the risk of sexual harassment claims. Even consensual relationships can lead to complications if one party feels pressured or if the relationship ends badly. Additionally, issues of favoritism or perceived favoritism can result in discrimination claims from other employees.

Key legal considerations:

1. Sexual harassment risks
2. Discrimination claims
3. Breach of company policies
4. Conflicts of interest
5. Potential for wrongful termination suits

Employers often implement policies to mitigate these risks, such as requiring disclosure of relationships or prohibiting relationships between supervisors and subordinates. Employees should familiarize themselves with these policies and seek legal advice if unsure about their rights and responsibilities.

Maintaining Professionalism Amidst Workplace Attractions

Navigating workplace attractions while maintaining professionalism is a delicate balance. Regardless of whether feelings are reciprocated or pursued, it’s crucial to prioritize professional conduct and respect for colleagues.

One effective strategy is to focus on the job at hand and channel energy into work-related goals. This not only helps maintain professionalism but can also lead to personal growth and career advancement. Additionally, setting clear boundaries and limiting personal interactions can help manage feelings and prevent misunderstandings.

Tips for maintaining professionalism:

• Focus on work tasks and goals
• Set clear personal boundaries
• Limit non-work-related interactions
• Treat all colleagues equally
• Seek support from mentors or HR if needed

By prioritizing professional conduct, individuals can navigate workplace attractions without compromising their career or workplace relationships. Remember, professionalism is key to long-term success and respect in any work environment.

The Role of HR in Managing Office Romances

Human Resources departments play a crucial role in managing the complexities of office romances. They are responsible for developing and enforcing policies that protect both employees and the company from potential conflicts and legal issues arising from workplace relationships.

HR professionals often find themselves balancing the need to respect employees’ personal lives with the necessity of maintaining a professional work environment. This can involve mediating conflicts, addressing concerns about favoritism, and ensuring compliance with company policies and legal requirements.

Key responsibilities of HR in managing office romances:

1. Developing clear policies on workplace relationships
2. Providing guidance to employees and managers
3. Addressing complaints and concerns
4. Ensuring compliance with anti-discrimination laws
5. Facilitating conflict resolution when necessary

Employees should view HR as a resource for navigating the complexities of workplace attractions. Open communication with HR can help prevent misunderstandings and ensure that all parties are aware of their rights and responsibilities.

Coping Strategies for Emotional Fallout from Office Crushes

The emotional impact of office crushes can be significant, particularly if feelings are unrequited or if a workplace relationship ends. Developing effective coping strategies is crucial for maintaining emotional well-being and professional performance.

One important approach is to practice self-compassion. Recognizing that crushes and emotional attachments are normal human experiences can help individuals process their feelings without self-judgment. Additionally, focusing on personal growth and self-improvement can provide a positive outlet for these emotions.

Effective coping strategies:

• Practice mindfulness and self-reflection
• Engage in regular exercise and self-care
• Seek support from friends, family, or a therapist
• Focus on personal hobbies and interests
• Consider professional development opportunities

By implementing these coping strategies, individuals can navigate the emotional challenges of office crushes while maintaining their professional and personal well-being. Remember, it’s okay to seek help and support when dealing with complex emotions in the workplace.

The Impact of Remote Work on Office Crushes

The rise of remote work has significantly altered the landscape of office relationships, including the dynamics of workplace crushes. While physical distance may reduce the immediate intensity of attractions, virtual interactions can still foster strong emotional connections.

Remote work environments present unique challenges and opportunities for managing workplace attractions. On one hand, the physical separation can help maintain professional boundaries. On the other, increased reliance on digital communication may lead to misinterpretations or overly familiar interactions.

Effects of remote work on office crushes:

1. Reduced face-to-face interactions
2. Increased reliance on digital communication
3. Blurred boundaries between work and personal life
4. Potential for misinterpretation of online interactions
5. New forms of virtual attraction and connection

As remote and hybrid work models become more common, individuals and organizations must adapt their approaches to managing workplace attractions. Clear communication guidelines and digital etiquette are crucial for maintaining professionalism in virtual environments.

Cultural Differences in Workplace Romance Perceptions

Attitudes towards office romances can vary significantly across different cultures and countries. Understanding these cultural differences is crucial for navigating workplace attractions in diverse or international work environments.

In some cultures, workplace relationships are viewed as natural and acceptable, while in others, they may be strictly taboo. These cultural norms can influence company policies, legal frameworks, and individual behaviors regarding office romances.

Cultural factors influencing workplace romance perceptions:

• Social norms regarding public displays of affection
• Attitudes towards gender roles in the workplace
• Legal frameworks governing workplace relationships
• Cultural emphasis on work-life separation
• Societal views on privacy and personal relationships

Recognizing and respecting these cultural differences is essential for maintaining a harmonious and inclusive work environment. Individuals should be aware of cultural norms and expectations when navigating workplace attractions, especially in multicultural or international settings.

The Future of Workplace Relationships in Changing Work Environments

As work environments continue to evolve, so too will the nature of workplace relationships and attractions. The increasing prevalence of remote and hybrid work models, coupled with changing social norms, is likely to reshape how office crushes and romances are perceived and managed.

Future trends may include more flexible policies regarding workplace relationships, recognizing the reality of human connections in professional settings. However, this may be balanced by increased emphasis on transparency and clear communication to prevent conflicts of interest.

Potential future trends in workplace relationships:

1. More nuanced company policies on office romances
2. Increased use of technology for relationship disclosure and management
3. Greater emphasis on emotional intelligence in professional development
4. Evolution of legal frameworks to address new workplace dynamics
5. Shift towards more open discussions about workplace attractions

As work environments continue to change, individuals and organizations must remain adaptable in their approaches to managing workplace attractions. Staying informed about evolving norms and best practices will be crucial for navigating these complex interpersonal dynamics in the future of work.

The Thrill of the Office Crush

Business|The Thrill of the Office Crush

https://www.nytimes.com/2023/04/16/business/roxane-gay-work-advice-office-crush.html

Send questions about the office, money, careers and work-life balance to [email protected]. Include your name and location, or a request to remain anonymous. Letters may be edited.

I have a crush on a co-worker. But this isn’t a normal crush. I’ve had crushes before and I usually either confess or just ignore them till they go away. Not this one, though. I really, really like this person, far more than anything I’ve felt in a long time. I’m aware when he’s in the room and I notice all sorts of details about him. I’ve tried to put it out of mind, and I know work and romance don’t mix, particularly when I have no idea if he returns my feelings. But this crush just won’t be crushed! Do you have any advice on navigating a painfully intense crush on a colleague?

— Anonymous

There is something exhilarating about a crush when it’s just you and the object of your affection and your imagination and everything is still possible. I hope you’re allowing yourself the enjoyment of the best parts of having a crush, while feeling so overwhelmed.

Work and romance don’t mix, but many, many people have romantic entanglements with co-workers. If you’re not dealing with a power imbalance that would make one of you vulnerable to exploitation, the only real harm in dating a co-worker is if the relationship doesn’t work out. Admittedly, that can make things pretty awkward.

You’re not giving me a lot to go on here. Does he know you? Do you guys get along? Is he … single? Do you want to make a romantic overture? Why is this particular crush so intense? I’d love for you to sit with that question, because if you are clearer on why you’re so overwhelmed by these feelings, you might find some clarity on how to better deal with them.

A crush is a healthy thing, so try not to overthink this. At the end of the day, if you really, really like this person, why not shoot your shot? The worst he can say is that he’s not interested, which will hurt, yes, but you will handle it, and have new information about how to proceed. And if he says yes to a date, well, like I said, everything is possible. Good luck, and be good to your heart.

I work as tech support at a small asset management firm. As the lone support person, people come to me with all their random requests. Recently the C.E.O. stopped by and handed me an iPhone he wanted to be wiped and restored. Then he sent me a link to a spyware app he wanted installed on it without anyone being able to detect its presence. The phone wipe was successful but unfortunately it could not be activated.

I convinced him to take the phone to an Apple Store to get it activated, hoping he would forget his earlier request. Knowing his child is far too young for a cellphone, I can only assume this device is for his wife. When he returns with the phone, how should I handle this? Should I help him potentially spy on his wife, state my opposition or not install it but say that I did? He’s a petty man so I’m sure I could lose my job for refusing. But do I risk any legal actions against me?

— Henry, New York City

Your C.E.O. seems to be asking you to do something illegal. Installing spyware on someone’s phone without that person’s knowledge or permission is wiretapping. In New York, there are any number of offenses attached to installing spyware on someone’s phone without consent, including tampering with private communications, unlawfully obtaining communications information and failing to report wiretapping.

You’re being put in a terrible position here. I would tell him that you can’t install the spyware because it is considered wiretapping, which is a felony. If he wants to spy on someone, he is going to have to watch a YouTube video or something to figure out how to do it, like everyone else.

I am a woman in a male-dominated technical field. In my industry, we frequently collaborate with academic researchers. A colleague introduced me to a professor who works at a top university and she has the background and tools to tackle a research problem we are focused on. During our meetings she suggested interesting, unique and insightful ideas.

I am excited to work with her and think she will be a great collaborator. I recently invited some colleagues to engage in this collaboration. After the first group meeting with her, two of these colleagues expressed that they did not think she was the right collaborator for this project. They said they had recently met with a different (old, white, male) professor and thought compared to him she was not as inquisitive as an academic should be. They would prefer to work with a more established professor.

The professor I want to work with is a young woman of color, which is rare in our field. The implicit bias is glaring. I have continued to express my support for working with her but I have not pointed out their bias for fear it would backfire. How can I best support this woman? While I truly enjoy my work, I face situations like this, where I see bias against myself and others, frequently enough that it can be exhausting. How do I continue to fight without burning out?

— Anonymous

The most important thing you can do is continue to be vocal in your support of this woman. When relevant, offer evidence for why she is the best person for this collaboration. And sometimes, yes, point out the implicit bias of your colleagues. They may not be receptive to having their biases pointed out, but that’s their problem, not yours. When they say they prefer to work with a “more established professor,” what they’re saying is that they prefer to work with someone they are more comfortable with, someone like them. They want to work in an echo chamber, and it would behoove you to point that out.

Your exhaustion is understandable. Constantly having to prove yourself and deflect microaggressions and stand up for what’s right and withstand nonsense is beyond tiring. It should not be the price of doing business. The most important thing you can do to avoid burning out is to pick your battles. Energy is finite. I wish I had a better answer for you, but honestly I, too, am trying to figure out how to fight the good fight without running myself ragged.

I was honored to speak at an event in a professional capacity. Peers from my very niche field whom I greatly respect and interact with all the time joined me on a panel afterward. I am not sure what happened, but I completely bombed. I spoke way too fast and stumbled over words. I kept seeing weird looks on the audience’s faces, which made it worse. This has never happened before. I redeemed myself on the panel — I spoke clearly and the audience responded well to my commentary.

I am mortified and am not sure if I should say something to my peers or the woman who invited me, who I fear is in trouble with the head of her organization who was in attendance. Should I apologize? Say something to my fellow panelists when I see them again? And I know this is not a therapy column but any advice on getting over a professional embarrassment? I feel like a complete failure.

— Anonymous

As mortifying as it can feel, these things happen. We are human. Sometimes we have a bad professional day, and sometimes there is an audience to our failures. I’m sorry this happened, but you have to forgive yourself and move on. Bombing a speech is not the end of the world, even though it can feel that way. I’m impressed that you were able to regroup and perform well on the panel afterward, and you should be heartened by that.

Instead of completely collapsing, you were able to persevere. I understand your inclination to apologize, though I am not sure an apology is necessary. If apologizing would help you move forward, I’d suggest reaching out to the woman who invited you. Explain what went wrong as best you can, and perhaps send a modest bouquet or something similar, with a thank-you note to express your gratitude for the opportunity.

You don’t need to say anything to your fellow panelists. You did well on the panel. Please remember that you are not a failure, not by any stretch of the imagination. You gave an awkward speech. It was terrible. It’s in the past. Look ahead to better days and a better performance the next time you speak publicly.

Roxane Gay is the author, most recently, of “Hunger” and a contributing opinion writer. Write to her at [email protected].

Roxane Gay is an endowed professor of media, culture and feminist studies at Rutgers, the author of the forthcoming “Opinions” and a contributing Opinion writer.
More about Roxane Gay

A version of this article appears in print on  , Section BU, Page 3 of the New York edition with the headline: When Cupid’s Arrow Strikes, Don’t Panic. Order Reprints | Today’s Paper | Subscribe

Men Feel Differently About Having a ‘Work Crush’

Relationships
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Exclusive research commissioned by Newsweek has revealed that men feel differently about workplace crushes compared to women.

In a poll conducted byRedfield & Wilton Strategies on March 20, 2023, 1,500 U. S. adults were asked about what was and was not appropriate in the workplace.

When asked if it was OK to have romantic feelings for a colleague, 38 percent of men said this was, while 32 percent of women replied that it was not.

A further 22 percent of men agreed it wasn’t OK to fancy someone from work, but 30 percent said it would depend on the circumstances. Interestingly, more women (37 percent) replied that a workplace crush could be circumstantial, and 21 percent of females said it is OK.

A composite image of people working in an office. In an exclusive poll for Newsweek, 38 percent of male participants said it is OK to have a ‘work crush’.
iStock / Getty Images

The participant’s ages range from 18 to 65 and older, but the age group who disapproved of workplace crushes the most was aged 25 to 34 years old (34 percent).

Among 35- to 44-year-olds, 38 percent replied that it was OK to have a workplace crush, and 31 percent of millennials aged 18 to 24 years old felt the same way.

Communication strategist Rebecca Leppard told Newsweek about the important things to consider before taking a workplace crush any further.

“Having a workplace crush can certainly add a level of excitement to one’s work life,” Leppard said. “It can create a sense of anticipation and give employees something to look forward to while they’re on the job.

“However, it’s important to remember that work should always be the top priority. Any romantic interest should never interfere with one’s job responsibilities or relationships with colleagues,” Leppard added.

The results also found that respondents from the West and Midwest have the strongest views about workplace crushes. Almost half (42 percent) from regions in the Midwest replied that a workplace crush is not OK, while 35 percent from the West said it is.

Leppard, the founder of Upgrading Women, a communication training and consulting company for women in tech, said: “It’s essential to strike a balance between maintaining a professional demeanor and having a fulfilling personal life, including any workplace crushes.

“As an HR expert, I advise employees to be cautious, respectful, and mindful of company policies and guidelines when navigating these types of situations,” Leppard added.

Earlier this month, a Mumsnet user was urged to dump her husband of eight months after noticing how he acts around a female colleague.

Speaking about a night out, the wife wrote: “She drifted from one group to another, my husband trailing after her. The way he was looking, it was like he’s in love with her… “

Many users of the popular UK-based discussion site backed the woman and called his behavior “outrageous.” But this isn’t the first time a woman has turned to the internet for support about a workplace crush.

In September 2022, a Reddit user shared her experience with a younger co-worker who was attempting to flirt with her husband. She was praised for how she handled the situation, even if it did embarrass the colleague.

Have you had a workplace dilemma? Let us know via life@newsweek. com. We can ask experts for advice, and your story could be featured on Newsweek.

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What to do with a boss who doesn’t love you

Varvara Grankova

Over the years of your career, you must have come across at least one boss whom you could not win over and, moreover, irritated. You have the feeling that the boss does not trust you or that he simply does not like working with you. Even an impressive list of professional achievements does not help in such situations, because he is sure that you are a loser.

To change his negative attitude, you need to act immediately, otherwise you will most likely never be able to correct the situation. If your boss thinks you’re a problem or that you don’t fit well with the team, it will be hard for them to notice the work you’re doing. He will always pay more attention to your shortcomings, which will lead to a slowdown in your career or even to dismissal.

Look out for warning signs

How do you know when you’re in trouble with your boss? Here’s what you can notice: if the boss begins to lose confidence in you, he will demonstrate an authoritarian style and give direct orders. For example: “Don’t forget to do X, Y and Z during the project” or “I want you to arrive at meetings five minutes early from now on.” He will begin to monitor the progress of your work more carefully and more often: “Look into my office in the afternoon to discuss what exactly you have already done.” If it seems to him that you do not fit into the team, then you will notice how he corrects your every word or even pronunciation. If he interrupts you during the presentation, it’s really bad. By the time you stop being invited to meetings you used to attend, it will be too late. Well, if you get negative feedback about your performance, this is a signal that you will soon be fired. Then you will be given a trial period, and if your approach to work does not change within a month or a quarter, you will definitely be fired.

Act fast

Watch out for the moment when your boss’s instructions get tougher or more specific than you expect. While you are still in the so-called zone of forgiveness. This means that if you quickly adjust your actions, you can regain confidence in yourself. Ask your boss which of the last tasks you completed caused him dissatisfaction. Ask him to explain what he would do differently if he were in your place. Listen carefully. The boss talks about what he expects from you when completing the task and what exactly you need to focus on. Reorganize your work in line with your manager’s expectations and try to demonstrate a new approach to business or an increased attention to the priorities identified by him.

All of this may seem unimportant or pointless, but if you’re looking to advance in your career, remember that adapting to the demands of your boss is a necessary step on the road to success.

Understand the boss’s priorities

What is the most likely cause of the conflict? Usually problems appear after some specific event. Most likely, you accidentally stepped on the boss’s sore spot and did something that goes against his ideas about priorities or work style. For example, in one case it may seem to him that you have given little time to the company’s distributors. In the other, that they did not live up to his expectations: although they fulfilled the sales plan, he still hoped that you would exceed this level. Or maybe you were late for a meeting for 10 minutes, without really explaining the reason to him or warning him in advance, and he took it as a sign of disrespect? Or instead of a 20-page presentation, he was expecting you to give a short summary report and now takes this as evidence that you did not listen to him or, even worse, you cannot concentrate on the main thing. Perhaps you simply did not let him know about some important events in time and as a result he was taken by surprise.

As soon as you start working with a new boss, the first thing you need to do is understand his requirements. It is best to ask him directly: “What qualities of employees are most important to you? What criteria should I be guided by when making decisions? When it comes to the style of work, you should ask: “How should I work? What should I avoid so as not to cause nervousness? Find out how your boss prefers to interact with you, such as how often you will meet and in what setting, what communication methods your boss prefers, and how they will evaluate your performance.

Watch for non-verbal cues

Of course, not every manager will explain what is most important to him. Therefore, you should also observe his behavior during meetings, and not just ask about it directly. Try to notice what annoys him and what he, on the contrary, likes. Take a look at who in the meetings gets their attention and gets a response, and try to figure out why. Observe the style in which your boss conducts meetings, pay attention to the degree of frankness and the nature of the interaction between him and the participants in these meetings. The next time you find yourself in the boss’s office, think about how this place characterizes his life, the degree of organization, the requirements for people, the preference for planned or, conversely, spontaneous meetings. If possible, ask colleagues to understand how they feel about your boss. If he has a secretary, ask him what annoys the boss, most often it is the secretaries who know this best.

50% of male employees
believe that bad relationships with management are holding them back, according to recent surveys. In second place in popularity is laziness – more than 30% of men think so. Less than 20% of respondents believe that a career is hindered by poor performance
33% of women
who are employed also explain the lack of career growth by poor relations with management. And the same number (33%) of women believe that the reason for a failed career is laziness

Before asking your boss for feedback on your work, you should first work with him for a while. We recommend finding the right moment right after a meeting where you performed well. Ask your boss: “What did I get and what needs to be fixed by the next meeting?” Experienced managers will usually let you know exactly what they expect from your work. But inept bosses don’t, which is why you need to learn to pay attention to their non-verbal cues to get feedback.

However, unless you ask directly, your supervisor may not tell you when you first made a mistake. He thinks it was done by accident. But now you will be under his supervision without even knowing it. If you make him angry a second time, he will begin to doubt you. In the third – he will say exactly what annoys him, but by this time he will already consider you a hindrance in his work. Therefore, when you are just starting to work in a company, train your observation skills. If this is the first time you have accidentally broken the rules, he will send you a non-verbal signal. You’ll notice a raised eyebrow, or a grimace, or you’ll hear something along the lines of “personally, I wouldn’t do that. ” Do not ignore such a signal and discuss the situation with him at the first opportunity.

People with career ambitions differ from others in that they are sure that there is no boss who cannot be conquered, you just need to understand why he behaves in one way or another. Remember that all leaders want to be successful. Your goal is to help them understand how they can achieve this and to tailor your work style to them.

About the Authors: Jay Conger is a Henry Kravis Award-winning professor at McKenna College in Claremont, California and a recognized global expert on leadership; Allan Church – Senior Vice President of PepsiCo, responsible for the development and evaluation of the company’s personnel, a member of the Society for Industrial and Organizational Psychology

Original article – http://hbr-russia.ru/karera/kommunikatsii/p24871

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What to do with a bad boss

Varvara Grankova

A bad boss is not just a nuisance at work. If a manager manipulates employees, demonstrates passive aggression, appropriates other people’s merits and criticizes beyond measure, this can lead to bullying at work, dissatisfaction with it, psychological stress and depression. These are the findings of a study conducted by the University of Manchester. The authors interviewed more than 1200 people. There are many who suffer from unbearable bosses. According to the nonprofit organization Mental Health America, collected on 17,000 employees from 19industries, 64% of employees feel they don’t get adequate support from their boss. Another study notes that 44% of employees leave because of a bad boss.

The hardest thing for subordinates is when they face the passive aggression of the boss. Passive-aggressive behavior has many different manifestations. Some managers deliberately limit access to the necessary information or seek to control everything beyond measure. Others play off employees, pointedly ignore them, or show chronic indecision. The need to obey such a leader can have a strong impact on the employee both during and after work hours. But efforts and success at work should not be determined solely by the framework that the leader sets. Below are three strategies to help an employee stay emotionally and mentally healthy, even if their boss doesn’t.

Anticipate and prepare

I worked with a top manager who reported to the head of the North American region at their company. He liked to play the game “I know a secret”, hinting at the information to which he had access, unlike this top manager. As with most passive-aggressive people, this was a clever form of avoiding direct conflict. Instead of openly expressing his disagreement, he said: “I understand why you see the situation as it is, but there are other factors that you do not know about in your position.” When a top manager tried to clarify what these factors were, his boss answered, for example, like this: “I have no right to disclose them now. ” This left the top manager no choice but to agree with any decision of the head.

I advised my client, a top manager, to ask this question from the very beginning: “Do I have all the information I need to make a decision, or do you have information that can change my actions?” This question forced the boss to either take responsibility for the decision from the start or let my client make his own decision. Don’t be caught off guard – set parameters and set expectations ahead of time to limit the manager’s ability to resort to passive-aggressive methods at critical moments.

Don’t stoop to their level

When the boss shows passive aggression, the subordinate, of course, wants to respond in kind. If, when asked why you are being so ostentatiously ignored, your boss replied, “I have no idea what you are talking about,” your first impulse is likely to be an equally harsh and cold response. But this approach doesn’t work. If you think your boss has taken credit for your work, resist the urge to tell the whole office about it. Probably everyone already knows this. You will earn much more respect if you do not stoop to such pettiness.

The 10 most unbearable habits of bad bosses

1. They appropriate the merits of subordinates.
2. Do not trust subordinates and do not empower them.
3. They do not notice that employees work overtime and overwork.
4. Do not support subordinates when bonuses and salary increases are discussed.
5. Hire and promote the wrong people.
6. Do not protect subordinates in disputes with company clients.
7. Give incorrect advice on appointments and distribution of responsibilities.
8. Control subordinates down to the smallest detail, depriving them of the freedom necessary for effective work.
9. Focus on the shortcomings rather than the strengths of subordinates.
10. Do not explain what results are expected from subordinates.
Source: BambooHR 2017 survey of 1,029 US workers.

Responding to passive aggression in kind can lead to a number of unpleasant consequences. Firstly, it will only justify the behavior of the boss. Once you stoop to his level, you will enter into an implicit agreement with him about how you intend to resolve the conflict. Later, it will be difficult for you to use other, more effective solutions to the problem. Secondly, you will lose self-respect if you behave in an unworthy way, from your own point of view. Do not assume that your boss knowingly or even intentionally behaves this way. Most often, passive aggression is an unconscious response to feelings of anxiety or perceived threat. At the heart of this behavior is a feeling of loneliness, deep self-doubt and constant anxiety. Try to show sympathy for such a boss, not anger.

State the problem in a respectful tone

Going into a direct confrontation with a passive-aggressive boss is very risky. You openly challenge a person who demonstrates that they are unwilling to speak directly and have disproportionate power over you. I once witnessed a frustrated manager who couldn’t help but say to her boss, “Don’t think I don’t understand what you’re doing. I know for a fact that you didn’t forget about the meeting because I saw you record it. You are not fooling anyone with this ridiculous behavior.” Those who heard these words marveled at her determination. But a week later, the manager was fired.

There are effective ways to point out a problem without provoking the behavior you are trying to combat. A more profitable strategy is to make an effort to make your working relationship comfortable for the boss. Passive-aggressive people are less likely to show it towards people who are trusted and behave correctly, so try to avoid emotions and judgment.

I watched another manager masterfully do this by calling her boss to a conversation in the following way: “I noticed that in the last few meetings you were critical of my work, and it’s not clear to me whether you were joking or actually have comments regarding my work. The first time I didn’t think about it, but it happened a few times and I just want to be clear. If you have any ideas on how I can adjust the work, I’d love to hear them.