A lot of bosses won’t be able to articulate exactly what a boss does.You want a boss who is respectful of the people who work for them, not a boss who tries to lord power over their employees or who thinks the job is a value judgment rather than a responsibility they’ll be held accountable for. Avoid a Bad Boss by Asking These Questions What could I have done in the interview process to be more proactive about avoiding working for a bad boss?Īccording to Kim in an episode of the Radical Candor podcast, there are some questions you can ask your potential employer to get a better read about whether you’re going to love working for them or it’s going to be your worst nightmare. Obviously, it’s preferable to avoid working for a bad boss in the first place versus having to leave an organization and look for a new job. “Without a manager who cares, who communicates and who motivates, employees will continue to look for what’s next and for what’s better for them.” What’s more, “Only 32% of all American workers surveyed believe that management really cares about their career progression,” the survey notes. Most respondents defined a bad boss as someone who is “overbearing and micromanages, as well as a manager who expects them to work outside of working hours.” What people most desire in a boss is an honest and authentic manager. 1 Reason People Leave JobsĪccording to a new survey titled Horrible Bosses: A Survey of the American Workforce from GoodHire, 82% of people surveyed across 10 industries said they would quit their job due to a bad manager. I’d been saved from months of mental, emotional and financial upheaval by trusting my gut instead of ignoring my instincts and having to leave once I was already working for the organization.īecause - you guessed it - bad bosses are the number reason people leave their jobs. They thanked me for my honesty and I felt a huge sense of relief after taking myself out of the running. (Remember folks, tweets are forever - even if you delete them there are usually screenshots floating around.) When they asked why I used the principles of Radical Candor - Caring Personally and Challenging Directly - to tell them that while I was thrilled to be among their top picks for such an exciting position and their mission statement aligned with my values, morally and ethically I couldn’t attach my name to someone who displayed the type of behavior reflected in what I’d found on Twitter. I promptly emailed this person and asked them to withdraw my name from consideration. I googled the name of the person to whom I would report in this new role and found an archive of abhorrent tweets and other questionable online behavior that immediately made it clear to me there was no way I could accept the job. For me, it’s can this person help me take a step in the direction of my dreams, or will they trip me up ?”Īfter a day of walking around feeling slightly sick about taking this new gig for reasons I couldn’t identify - this was more than jitters about taking on an exciting new role - I decided to listen to my gut and do a little research. Keep wrestling with it until you get to what is for you the determinative factor. “If you’re not sure what you think of them, start by making a list of pros and cons. Trust your gut,” Radical Candor author and co-founder Kim Scott advises. “If you are not dying to work for this person, don’t take the job. Why was the idea of taking this leap making me feel so uneasy? It was more money there were benefits I would have an incredible amount of autonomy and the tools to establish a strong voice in a divisive media landscape.Īs it turned out, my gut was trying to tell me to scratch beneath the surface and I needed to listen. There was only one problem - I had a pit in my stomach about accepting what seemed to be, by all accounts, a #careergoals opportunity. ![]() This led to me leaving more than one role in search of a better working environment.Įventually, before I joined Radical Candor, I found myself up for a dream editorial position at a start-up and I was fairly certain they were going to offer me the job. I had always focused on the job itself versus worrying about who I would be working for.Įarly in my career, I was often so thrilled to have an offer in an industry (print journalism) struggling to find its feet and remain relevant alongside the rise of online publishing and social media that I didn’t mull over the real-world ramifications of working for a bad boss. Until about five years ago it never occurred to me to check out who my potential new boss would be when looking for a job.
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