Don’t Like Your Boss, CEO, Owner? Your Job is at Risk
People are always looking for ways to ensure their jobs, more so today. As we’ve seen, the people who only focus on doing a good job place themselves at high risk. Simply being talented is no guarantee either. So, when people discuss their strategies with me, I often ask this question:
- Do you like your boss, his boss, the President/CEO, and/or Owner(s)?
In most cases, if we don’t like one or more of these folks, we are at a high risk to lose our jobs even if we believe they don’t know that we don’t like them. The reason is that there is a very high correlation between the people we don’t like and the people who don’t like us.
Of course, their stated reasons for letting us go most likely won’t include that they dislike us. It might not even include performance issues. “Down-sizing” or “job elimination” are much more convenient rationalizations. They can give the impression that it was beyond their control; it was business, nothing personal. This will help them avoid looking like the bad guy or gal. If they really want to keep us, they will find a way.
At the core is how well we fit into the culture. Since these folks play a major role in defining that culture, if we don’t like them, most likely we won’t like the culture they’re creating. What do you do? Learn to like them or begin looking for another job.
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Interesting, I didn’t like my boss and my position was eliminated. Hmmm… 🙂
Thank for the insight Mike.
Yes, there is a correlation in these kind of situations, Patty. Thank you for sharing your experience.
And then you are left with the dilemma of what to do when that next potential employer asks for a reference from your previous supervisor/manager/boss/owner…
Yes, Rob, that is certainly a challenge. Thank you for visiting and stopping to leave your insights. I appreciate it. ~Mike
[Of course, their stated reasons for letting us go most likely won’t include that they dislike us. It might not even include performance issues.]
Ever heard of Pretextual Perfomance Downgrading?
[“Down-sizing” or “job elimination” are much more convenient rationalizations.]
How about “Artificial Downturns”?
It’s all coming from tricks (these things are actually taught in some business law colleges) designed to render the EEOA, etc. unenforcible.