March 17, 2017
TOXIC BOSSES: AVOID AT ALL COSTS!
This type takes many forms in the workplace, from the manager who gives you the cold shoulder to the colleague who cc’s e-mails to your boss. One of the most common forms of passive aggression is a drastic reduction of effort. Passive aggressive types have great difficulty receiving feedback, and this can lead them to leave work early or not to work as hard. Passive aggression is deadly in the workplace, where opinions and feelings need to be placed on the table in order for progress to continue.
When you find someone behaving passive aggressively toward you, you need to take it upon yourself to communicate the problem. Passive aggressive types typically act the way they do because they’re trying to avoid the issue at hand. If you can’t bring yourself to open up a line of communication, you may find yourself joining in the mind games. Just remember, passive aggressive types tend to be sensitive and to avoid conflict, so when you do bring something up, make sure to do so as constructively and harmoniously as possible.
It’s inevitable that you’re going to make mistakes at work. Some people get so fixated on other people’s mistakes that it seems as if they believe they don’t make mistakes themselves. You’ll find that these people hold grudges, are constantly afraid that other people are going to do them harm, and may even begin nudging you out of important projects. If you’re not careful, this can stifle upward career movement by removing important opportunities for growth.
The frustrating thing about this type of relationship is that it takes one mistake to lose hundreds of “trust points” but hundreds of perfect actions to get one trust point back. To win back their trust, it’s crucial that you pay extra-close attention to detail and that you’re not frazzled by the fact that they will constantly be looking for mistakes. You have to use every ounce of patience while you dig yourself out of the subjective hole you’re in. Remember, Rome wasn’t built in a day.
Relationships are supposed to be mutually beneficial. They have a natural give and take. In the workplace, this applies to relationships with people who report to you (they should be getting things done for you and you should be teaching them) as well as with people you report to (you should be learning from them, but also contributing). These relationships grow toxic when one person begins to give a disproportionate amount, or one person only wants to take. It could be a manager who has to guide an employee through every excruciating detail, or a colleague who finds herself doing all the work.
If possible, the best thing to do with this type is to stop giving. Unfortunately this isn’t always possible. When it isn’t, you need to have a frank conversation with the other party in order to recalibrate the relationship.
Idealistic relationships are those where we begin to hold people in too high a regard. When you think your colleague walks on water, the relationship becomes toxic because you don’t have the boundaries you need in a healthy working relationship. For instance, you might overlook a mistake that needs attention, or do work that violates your moral compass because you assume your colleague is in the right.
This loss of boundaries is extremely toxic to you, and you have the power to set the relationship straight. No matter how close you may be with someone, or how great you think her work may be, you need to remain objective. If you’re the one people are idealizing, you need to speak up and insist that they treat you the same way they treat everyone else.