Summary

The article provides strategies for turning the challenge of working under a bad manager into an opportunity for professional growth and improved work relationships.

Abstract

The article discusses the common issue of having a bad manager and the impact it can have on job satisfaction and career progression. It introduces the concept of the Peter Principle, which suggests that people are often promoted to their level of incompetence, leading to poor management. The article distinguishes between bad managers, who are incompetent, and toxic managers, who actively make the workplace unbearable, advising immediate departure from the latter. It suggests that employees can benefit from a bad manager's lack of guidance by taking charge of their own goals and development. The article recommends adopting a mindset shift to view the situation as an opportunity to make the boss look good by supporting them in their areas of weakness, which can lead to personal growth and increased responsibility. It emphasizes the importance of compassion and understanding for the manager's position and suggests that this approach can improve the work environment for the entire team.

Opinions

Bad managers are often a result of the Peter Principle, where individuals are promoted beyond their competence level.
There is a clear distinction between a bad manager and a toxic manager; the latter is detrimental to one's career and well-being.
Employees should not expect guidance from bad managers and instead set their own goals and priorities.
Making a bad manager look good can be strategically beneficial for an employee's career.
Offering help in areas where a manager struggles can lead to increased trust and responsibility for the employee.
Complaining about a bad manager is unlikely to bring about positive change, whereas proactive support can.
Employees may gain insights into management challenges and their own capabilities by assisting their managers.
A compassionate approach towards a struggling manager can lead to a better understanding and a more collaborative work environment.

How to Turn Working for a Bad Manager into an Opportunity

Because their incompetence is your chance to shine

Your manager can make all the difference between you loving and hating your job. It’s vital that you have a good relationship with your boss. Many people are put in positions of responsibility for others with no ability to lead. It’s a sad fact of life that you will have to accept. Particularly if you work for a large corporate with lots of middle managers.

The ‘Peter Principle’ states that people in a hierarchy are promoted based on their competence in their current job until they reach their level of incompetence. In other words, people rise to their level of incompetence. Being a rockstar in one job is no indicator that they will be any good in a different job. This is particularly true when rising up the hierarchy into a first time people manager position.

Competence as an individual contributor is no indicator of ability to be a people manager. Let alone ability to become an inspirational leader. Some companies provide decent training for managers. But I’ve never come across any that invest in the core skills required to make this step before people make this step.

We find ourselves throwing managers in at the deep end, expecting them to seamlessly make the transition from being an individual contributor to delivering through others.

It’s little wonder that there are so many bad managers out there.

How to recognise a bad manager

Someone who doesn’t care about you or your work.

Doesn’t set clear expectations and goals.

Keeps changing expectations.

Gives you last-minute ‘urgent’ requests due to their bad planning.

Doesn’t make any time for you.

Only talks about themselves and never listens.

Has poor timekeeping.

Displays favouritism and bias.

The difference between a bad manager and a toxic manager

If you work for a toxic manager, a manager who is simply bad at their job will feel like a huge improvement. Toxic managers are those who are not simply incompetent, they go out of their way to make your life unbearable. They will throw you under the bus in a heartbeat to make themselves look good. They will frequently gas-light you, alleging that you’ve forgotten important tasks that they definitely agreed with you.

Toxic managers will talk about you behind your back, telling others how incompetent you are. They will be jealous of any successes you have rather than celebrating them. They are also likely to avoid cascading any important information because they believe that knowledge is power and don’t want you to have any.

Sadly these managers are likely to be psychopathic on their way up the organisation. There are plenty of psychopaths who have risen to the ranks of CEO. The statistical likelihood of a CEO being a psychopath is the same as the average US prisoner being one — 15%

Mindset shift for dealing with a bad manager

First of all, work out if your boss is toxic or simply bad. If you have a toxic boss then life is too short to put up with that. Your career will suffer and so will you. Leave immediately.

If you have the misfortunate to have a bad manager, then you can make it work to your advantage. A bad manager could simply incompetent due to inexperience. Or has never had anyone explain to them how they could improve their leadership skills. You can turn the situation into a mutually beneficial one.

The good news is that research by Psychology Today found

‘Supervisors who are not mean-spirited and less socially averse, which presented roughly 85 percent of managers in our samples, were more likely to take steps to change their bad behavior’

But you will need a mindset shift in your expectations.

Don’t expect any guidance

A bad manager will be incapable of giving you any clear guidance and direction. Turn this into an opportunity by taking charge of your own goals. By adjusting your mindset to have no expectations on objective setting, you are in command.

You can moan about the lack of guidance, or you can view this as a positive opportunity. One where you can decide on your own priorities.

Make your boss look good

Instead of focussing solely on making yourself look good. You can turn a bad boss into a good boss by making them look good.

‘Why would I do that?’ I hear you cry.

Here’s the rationale. You’ve already accepted that you are not going to have any clear guidance on objectives from your bad boss. They are clearly struggling at their job and have risen to their level of incompetence.

You are not going to achieve anything by talking to others about how bad they are. How they are a bad timekeeper, never set agendas for meetings and keep changing your objectives before you’ve had a chance to deliver anything.

Trust me, other people will know already and be glad that it’s you not them working for a bad boss. Talking to your bosses’ boss or human resources is a risky strategy. You won’t change your bosses’ behaviour that way.

Unless you have something really bad on them and supported with gold plated evidence then going for the complaining route is likely to backfire on you. Instead, offer your help in areas where they are failing.

For example;

‘I’ve noticed that we’ve run over the agenda at the past few team meetings. How about I help you set up the meeting and act as timekeeper and note down all the actions?’

Think of ways that you can support your boss in the areas they struggle with. If they really are incompetent and not toxic then they will appreciate the support. The help you give will reflect well on their opinion of you.

By identifying your manager’s areas of weaknesses and being proactive to fill them, you will grow your own skills. If you play this well, step by step, you can support your boss in more areas of their job. You are more likely to be chosen as their cover when they are away. If you have the ambition to move up the corporate ladder, then you will be their named successor.

All from making your bad boss look good.

Final Thoughts

I don’t mean this to sound like a calculated and evil plan to outwit your boss. Quite the contrary.

I am simply saying that you can either gossip and complain about how awful your boss is. Or you can take practical steps to improve the situation for both of you. And for the rest of the team.

Having some compassion for the poor person trying to manage your high expectations will help you see things from their perspective.

By helping them instead of complaining about how bad they are, you will realise how difficult their job can be. And you will also grow in confidence (or not) about your abilities to do their job.

Maybe you’ve reached the peak of the Peter Principle yourself but you are lacking the self-awareness to acknowledge this fact.

Walking in someone else’s shoes is one of the most eye-opening things that we can do.

Give it a try.