How do I deal with a difficult manager?
Shoje with a difficult manager is somewhat more complicated than an attempt to solve a difficult collaborator. Since the manager or supervisor usually makes life in the workplace, finding ways to make the situation a little easier requires careful planning. Fortunately, there are ways to work with a difficult manager and eventually bring some harmony to the workplace.
One of the factors that prevent people from entering a dialog with a difficult manager is the possibility of losing employment. Because there are managers who do not take it well, when someone challenges their methods or deportation, the loss of employment is certainly something to consider. Before you really get closer to your manager about his office attitude, make sure you have a backup plan. Ideally, you have elsewhere else that can be said if the manager terminates your job. This is particularly important if you live in AT-WILL Jurisdiction where you can be released with relative ease.
keeping calm when you confront your difficult manager is extremely important. For this reason, do not attempt to discuss unprofessional behavior when this happens. Have time to calm down and collect your thoughts. Sorting the emotions you are experiencing and getting control of how you discuss the problem is much easier to keep your voice in a even tone, maintain eye contact and present yourself as rational and willing to pass what happened.
In conversation with his difficult manager, he becomes not to follow his leadership in terms of verbiage you use. Do not anticipate threats or criticism. Personal attacks that have started on you are an attempt to undermine your peace and cause to lose control. Never slip to this level. Instead, mention Case Cally, give your manager a chance to ventilate and then provide proposals for changes thatwould be a more productive workplace for both of you. If the manager begins to see the light, then there is a great chance that things will change, slowly but surely.
In discussion with your difficult manager, do not hesitate to mention the good things he does in the workplace. This serves two purposes. It first reminds you that there is another party to the manager, and this is the party you want to see more often. Secondly, mention of these positive events sends a clear message that you do not consider your manager completely awkward, and notice good and not so good.
If he tries to solve problems with a difficult manager on deaf ears, then it is time to seek support elsewhere. Document the events that caused friction in the workplace and then plan to meet with the human resource EC source. Make sure you provide information about your attempts to cooperate with the manager and ask the human resource manager to intervene, perhaps by meeting you both. If other employees had the same problems withA difficult manager, this would also help bring the problem to bring a problem to solve.
Keep in mind that even the best of the managers will have days when it is difficult to work. These days sometimes arise because of the higher -higher pressures in the structure of society, problems at home, or with some other problems that temporarily acidic manager views. Recall that everyone has every day and every day, and make a permission to do this option. If this is the case, with the view of occasional bad behavior, it becomes easier, especially if your manager is usually at level and fair.