But if you have exhausted all other options, and if you have the capacity to handle a sudden job change, it's possible that the organization will benefit from a frank conversation about unfair practices by a manger.
For a while, I worked for a guy who was chronically late. At least three days a week, he staggered into the office at 10:30 am or later. Upon his arrival, he would waste more time complaining to the staff about how poorly he was feeling, how difficult his commute had been, or whatever the excuse of the day might have been. He didn't begin any actual work until well past eleven.
However, on the occasional days when this guy showed up on time - as when he had to attend an early meeting - he was absolutely intolerant of tardiness by anyone else on the team.
If someone arrived at 9:05, he would confront them in the hallway and bellow "Good Afternoon!" or "Glad you could make it!" He had a booming voice that carried throughout the office suite. This initial confrontation could be embarrassing and demoralizing, but it got even worse.
Throughout the day, the boss would ask staff members to join him in a conference room. Then, behind closed doors, he would rant at length about the person who had arrived late.
"I don't know where Fred's head is these days. He seems so unfocused. I tried to give him a chance, I try to give him responsibility, but now I don't know whether he's got what it takes to do this job."
On and on, the rant would rage, sometimes for thirty minutes or longer.
Don't forget. This guy commonly staggered in late, sometimes looking as though he was coming down from a major bender. But when one of his employees arrived five minutes late, it was perceived as a major problem. It was ridiculously unfair.
Exposing Hypocrisy
One day, I decided to go out for a morning coffee break at about 10:40. As I was leaving the building, I spied the boss walking in through the turnstiles with a worried, guilty look on his face.
I couldn't help myself. I yelled "Hey! Good Afternoon!" I mocked the tone of his voice for effect.
He was not pleased.
Later that day, Mr. Tardy called me into a conference room. He looked me in the eye, and with a pricelessly earnest expression on his face, explained, "we shouldn't say things like that in the office. It makes a bad impression."
A whole bunch of thoughts raced through my mind in that moment.
Bad impression? Really? If the guy was concerned about impressions, why did he stagger in late more often than not?
We shouldn't say things like this in the office? Really? I heard him direct those very same comments toward others on dozens of occasions.
Perhaps it's not really hypocrisy if you're completely ignorant of your own shortcomings. Perhaps it's just pathetic.
Finally, Mr. Suck Up betrayed his real concern: "What if someone from senior management heard you say that?"
For the record, no one from "senior management" was in the lobby when I made my comment - just me, him, and one lonely security guard. I wouldn't have made the comment if influential people had been present. I wasn't trying to be cruel to the guy, just bluntly honest.
This guy lived in a world of his own creation where he was the ultimate authority and could do no wrong, and where the employees took constant criticism. It was a miserable experience.
Perhaps it's not really hypocrisy if you're completely ignorant of your own shortcomings. Perhaps it's just pathetic.
Finally, Mr. Suck Up betrayed his real concern: "What if someone from senior management heard you say that?"
For the record, no one from "senior management" was in the lobby when I made my comment - just me, him, and one lonely security guard. I wouldn't have made the comment if influential people had been present. I wasn't trying to be cruel to the guy, just bluntly honest.
This guy lived in a world of his own creation where he was the ultimate authority and could do no wrong, and where the employees took constant criticism. It was a miserable experience.
Eventually, the guy laid me off. I am forever in his gratitude for releasing me from that toxic situation.
An Expectation Of Fairness
Human beings aren't perfect. It's unreasonable to expect our management to act with flawless integrity at all times. But it's not unreasonable to expect fairness in their dealings with employees.
Business is built on a concept called an "arm's length transaction," the idea that deals should be based on terms that are mutually beneficial for all parties involved. No party should be coerced or duped into accepting an agreement that doesn't serve their best interests.
Employees have the right to expect fair treatment from their management. This is critical, because bosses have the power to make decisions that impact the employee's livelihood, including compensation, promotion, and the term and location of employment.
When a manager or a series of managers treats employees unfairly, the employee is in an uncomfortable and potentially perilous position. If they raise concerns about fair treatment, management can punish them.
Examples Of Unfair Management
- Managers who chastise employees (especially women) for taking time off to tend to their families, but who freely decide to take time off or "work from home" whenever they have to deal with their own personal demands.
- Bosses who hound employees to complete tasks on time, but who let their own deadlines slip. We see this behavior during the annual review process. The employee is expected to complete their self-review promptly, while the boss delays adding his or her own comments to the last possible minute...or beyond.
- Bosses who don't permit employees to select their choice of vacation days, but who schedule their own vacation time without any input from the team.
It's important to realize that inequitable management is common. If you find yourself dealing with one of the problems discussed above, or something similar, you're not alone. The lopsided power structure between management and employee permits it.
Your job shouldn't drive your crazy or make you sick. Every employee should be respected and valued. That can't happen when employer hypocrisy has to be tolerated for long periods of time.
An Expectation Of Fairness
Human beings aren't perfect. It's unreasonable to expect our management to act with flawless integrity at all times. But it's not unreasonable to expect fairness in their dealings with employees.
Business is built on a concept called an "arm's length transaction," the idea that deals should be based on terms that are mutually beneficial for all parties involved. No party should be coerced or duped into accepting an agreement that doesn't serve their best interests.
Employees have the right to expect fair treatment from their management. This is critical, because bosses have the power to make decisions that impact the employee's livelihood, including compensation, promotion, and the term and location of employment.
When a manager or a series of managers treats employees unfairly, the employee is in an uncomfortable and potentially perilous position. If they raise concerns about fair treatment, management can punish them.
Examples Of Unfair Management
- Managers who chastise employees (especially women) for taking time off to tend to their families, but who freely decide to take time off or "work from home" whenever they have to deal with their own personal demands.
- Bosses who hound employees to complete tasks on time, but who let their own deadlines slip. We see this behavior during the annual review process. The employee is expected to complete their self-review promptly, while the boss delays adding his or her own comments to the last possible minute...or beyond.
- Bosses who don't permit employees to select their choice of vacation days, but who schedule their own vacation time without any input from the team.
It's important to realize that inequitable management is common. If you find yourself dealing with one of the problems discussed above, or something similar, you're not alone. The lopsided power structure between management and employee permits it.
Your job shouldn't drive your crazy or make you sick. Every employee should be respected and valued. That can't happen when employer hypocrisy has to be tolerated for long periods of time.
If your relationship with management seems unfair or inequitable, communicate. Let others know what you're going through and receive support openly. Hypocrisy cannot thrive the cold light of day. Ultimately, you may need to move on. Hypocrites aren't likely to change. If they're forced to change, there's a chance that they could become bitter and resentful toward their staff.
To reiterate, don't expect your management to be perfect, but DO expect them to be fair. If your situation is irreconcilable, make a plan move on as soon as possible. Life is too short to put up with an inequitable work relationship.
Copyright © 2015 www.corporateabsurdity.com
All Rationality Reserved
To reiterate, don't expect your management to be perfect, but DO expect them to be fair. If your situation is irreconcilable, make a plan move on as soon as possible. Life is too short to put up with an inequitable work relationship.
Copyright © 2015 www.corporateabsurdity.com
All Rationality Reserved
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