Good Boss, Bad Boss: Here Are 5 Strategies to Cope With an Unpredictable Manager

Jekyll, reflecting on mankind, “All human beings… are commingled beyond good and evil. “

You may be familiar with the Robert Louis Stevenson story of Dr . Jekyll and Mister. Hyde. Dr . Jekyll believed that he found a method of splitting up the good and evil that he believed resides in all folks. The consequences of his experimentations did not bode well to get him or the safety of others.

The story of Dr . Jekyll and Mr. Hyde has been used as an illustration for the balance many people try to maintain, between being a good person and doing “the right thing” at work, and acting in accordance with other self-interests. We have all likely worked with people that may not have always acted in the best interest of their employer and their customers, which can create an ethical and possibly moral struggle.

A duality can also be used to described individuals who are perceived as staying moody, or someone who does not demonstrate a well-balanced good sense of emotional intelligence. This is a person who seems to have an on/off switch that can be triggered or activated, with or without warning. Those individuals are challenging to work with and when it is your manager do you know personality or demeanor seems to constantly change – this poses even greater challenges as that person is responsible for your work challenges, performance evaluation, and reputation with your employer. When you come across you are in this situation, there are coping strategies you can implement to support how you respond to and work with this manager.

The Art of Managing Other individuals

While there are countless articles written about managing employees correctly, along with resources that describe leadership styles that produce the best in employees, managing others is still individually primarily based. For example , some managers can manage employees well even though other managers have developed leadership qualities. Some managers usually are actively engaged in the development of their employees and others manage from a distance – intervening only when there is a conflict that cannot be settled.

One aspect of managing others that has a significant influence with working relationships is a manager’s disposition. Some managers tip with an “iron fist” while others may view their role seeing that collaborating with employees. Some managers may seem like dictators and others may appear to be aloof and not very responsive to requirements of their employees. It is this disposition that can appear to range from time to time and if so , that is when employees may perceive they are really working for Dr . Jekyll and Mr. Hyde.

Do Everyone Matter?

As a career coach, I’ve heard many clients declare that they did not expect their manager to act in a a number of manner after starting a new job – as if of which manager intentionally changed their personality. Most people display the most beautiful personality when starting a new position, and that includes the employee and their manager. Even with the most engaging job interview, and use of attitudinal based questions, it is not always possible to predict how someone else will behave in the long run. You may believe that you have a great feeling about a manager; however , you won’t know if the fact that feeling is an accurate measurement until you have worked with that man.

There is an expression that is often used when employees do not get down and it refers to a difference in personalities. A manager as well as an employee may state that about the other when it is difficult to get along with them and/or a working relationship has broken down. If the administrator has made that statement it is often used as a warning sign as well as indicator that the employee is expected to change in some approach. No matter how hard employees work to ensure that relationships at work keep on being professional, after time on the job there is always going to be a personal part. Friendships are formed, cliques are established, and a big difference of who is liked or not liked becomes clear instructions and may be based entirely upon perceptual factors. This happens with every employee and every manager within an organization.

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