In yesterday’s Advisor, we presented the first two “D’s” in managing up—dealing with difficult bosses. Today, we’ll continue with the last two D’s and take a look at a unique program for small HR departments.
The four D’s are from Working for You Isn’t Working for Me, the recently published book by Katherine Crowley and Kathi Elster.
[Go here for the first two D’s]
Depersonalize
Once you have Detected and Detached, you are ready for the third D, Depersonalize. By that the authors mean understanding two things that will take the sting out of the bad boss experience:
1. Whatever your boss is doing, you didn’t cause it. First of all, the authors say, you can be sure that whatever the boss is doing to you, he or she has done it to others before. Then why does it seem so personal? Bad actors are adept at making their behavior seem to be someone else’s fault.
The yeller: "Look at how angry you’ve made me."
The last-minute delegator: "I’m able to adjust my priorities in the moment; you should be able to do the same."
Conflict avoider: "I’m sorry, but my hands are tied. You have to work this out on your own."
Recognize that the boss is doing what he or she always does, and that you are just the current target.
2. You are bringing something to the party as well. We all come into the boss/subordinate relationship with our own set of expectations, needs, and fears. The Working for You authors call this the "Boss Baggage Profile." If you have a bad relationship, likely the person isn’t meeting your expectations, isn’t fulfilling your needs, and is triggering your worst fears.
This all makes it harder for you, but you’ll have to find a way to deal with your Boss Baggage.
Managing an HR Department of One was recently recognized as one of SHRM’s “Great 8” best-selling products. Examine it at no cost or risk for 30 days and find out what all the buzz is about.
Deal
With depersonalization complete, Working for You says, Deal with the situation. Realize, however, that the best you are likely to achieve is to convert the boss/employee relationship from intolerable to acceptable.
Working for You offers a few examples:
One of your expectations is that you will get praise from the boss. He or she isn’t comfortable giving praise, and you are disappointed time after time. One person in this situation organized a monthly meeting of peers who discussed their initiatives, goals, and accomplishments. He got his praise from that source and was able to compile lists of accomplishments that he refers to when he needs to be reminded of his value.
Another worker, starved for guidance, writes his own job description and performance goals and gets his boss to sign off on them.
For help with fears, the authors offer the acronym FEAR (False Evidence Appearing Real). They suggest that you’ll have to find a confidant or counselor to help remind you that the boss’s behavior isn’t personal and that others do value your contributions.
You may never feel great working for a bad boss, Working for You says, but you can, with the four D’s, create an acceptable situation.
OK, now you’ve got the boss under control. How about the dozens of other things you have to manage? We’re talking about intermittent leave headaches, accommodation requests, investigations, training, interviewing, and attendance problems, just to name a few. Let’s face it, in HR, if it’s not one thing, it’s another. And in a small department, it’s just that much tougher.
Feel as if you’re all alone in HR? Take on a partner—Managing an HR Department of One. Examine it at no cost or risk for 30 days. Get more information.
BLR’s Managing an HR Department of One is unique in addressing the special pressures small HR departments face. Here are some of its features:
- Explanation of how HR supports organizational goals. This section explains how to probe for what your top management really wants and how to build credibility in your ability to deliver it.
- Overview of compliance responsibilities, through a really useful, 2-page chart of 23 separate laws that HR needs to comply with. These range from the well-known Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and new healthcare reform legislation to lesser-known, but equally critical, rules such as Executive Order 11246. Also included are examples of federal and state posting requirements. (Proper postings are among the first things a visiting inspector looks for … especially now that the minimum wage has been repeatedly changing.)
- Training guidelines. No matter the size of your company, expect to conduct training. Some of it is required by law; some of it is just good business sense. Managing an HR Department of One walks you through how to train efficiently and effectively with a minimum of time and money.
- Prewritten forms, policies, and checklists. These are enormous work savers! Managing an HR Department of One has 46 such forms, from job apps and background check sheets to performance appraisals and leave requests, in both paper and on CD. The CD lets you easily customize any form with your company’s name and specifics.
If you’d like a more complete look at what Managing an HR Department of One covers, click the Table of Contents link below. Or, better yet, take a look at the entire program. We’ll send it to you for 30 days’ evaluation in your own office with no obligation to buy. Click here, and we’ll be happy to make the arrangements.
Download Table of Contents
Order or Get More Information