work thing
here's a question that i need some remarks on: what do you do when your boss is an extremely tightly wound, anxious person who worries about EVERYTHING (and tries to micromanage everyone who is not in upper management because of it), blows everything out of proportion, analyzes your potential deep-seated psychological issues and then decides exactly what is wrong with you and uses it as a way to explain every facet of your behavior that she doesn't like (and refuses to believe that she is wrong), interrupts and talks over you anytime you open your mouth, cuts you off midsentence with a curt "i can't talk about that right now" or walks away while you are speaking, makes you cry, suggests that you see a therapist, intimidates and alienates both staff and clients, and generally makes everyone around her feel like they need xanax in order to get through even one hour of the workday?
this is my boss, and i have to meet with her on friday to talk about being an overachiever and where that might come from because i produced a report that was too detailed (i used SPSS to analyze some survey results), and she said that she only wanted a short, one-page summary typed with Word.
and what do you do when you are someone who is compulsively open and honest and has a habit of revealing way too much about what you think and feel, which has probably contributed to her need to discuss my "problem" with overachievement? why is doing the best that you can do a bad thing, especially when you are just starting your career and are trying to establish yourself and make a good impression? why do less when you can do more? Help :-(
posted by mavisclump at
5:53 PM
1 Comments:
She sounds threatened.
While I have a wonderful boss (Bridget), I am struggling with similar issues in regards to performing at a different level with different expectations than most in the organization. This is hard. Welcome to non-profit and social services...
My advice: Don't back down. Think of the reasons why the detail of your report was superior to a qualitative summary and how the data can be used beyond its original intended purpose. Reframe your habit of "overachieving" as something positive by labeling it as being "results driven" or "success driven" (or something less corporate, but you get the idea). By doing so, you are placing yourself in a positive light. Assertively affirm that it is inappropriate for her to suggest that you see a client and that the work environment can use attention, not your mental health. Admit that the two of you have different working styles and ask how you can compromise. Put the ball in her court. If her responses are similarly blaming, then so be it. Document everything for yourself-the meeting and every negative observation or interaction with her. Build your case to present, when needed and at the right time, to her superior and/or the board (depending on where she is hierarchically in the organization).
Clearly, Shannon, this is her issue. I know you and know that I would love to work with you. Her dysfunction is playing out in the workplace. If you have coworkers that feel the same way, encourage them to also document their negative encounters. Come time for your performance evaluation and her pathology negatively impacts you, then you have a case that contradicts. So, also be certain to document your successes (this habit of journaling also makes it easier when updating your resume and interviewing).
I've managed 100s of people and so apologize if this message is too directive. However, I have been where you are and know how it played out. You can have the upperhand. Honest.
Lastly, when you want to cry, try to laugh and realize how pathetic she is and selfishly grin knowing that she will eventually end up with one hell of a karmic spanking and you'll be the last one laughing.
Let me know what happens and you know I'm here for more...
By
Bill Bailey, at 5:54 PM
Post a Comment
<< Home