Some of the frustrations and stress we have to deal with in our jobs is as a result of working under a bad boss. And what makes the situation so severe is our inability to spot these bad bosses earlier in the interview process.
Faced with such a situation, a choice has to be made: you can start devising means of adapting to your boss’s attitude or you can quit!
In such a situation, I understand how difficult it is to take a sure-footed stand. However, deciding to take the path of least resistance won’t be ideal, rather, taking the path that puts you in a better position.
At this point, I’d say: “fire yourself! Quit the job!” yea, that’s the best way to get around this situation. This is because you really don’t want to accommodate a boss who can emotionally, destabilize you on daily basis.
If you’re still banking on the paycheck at the expense of your emotional health, the dangers that are yet to come might be unbearable. Take the hint now and make a wise move. Besides, your emotional health should be prioritized over money and not the reverse.
When you quit your job, you have to find another one, yes I know. But the good thing is: you’re not just going there to look for a job, you’re going there, fully armed with the necessary skills needed to spot a bad boss, right there in the course of the interview.
With the skills I’ll be giving you in a bit, you no longer have to end up miserably under a bad boss.
Highly imperative to be noted: in the course of finding out if we’re dealing with a potential bad boss, we’ll be asking the interviewer very powerful questions; this is to enable us smoke out some not-so-good projections from the interviewer’s answers. Answers that can be analyzed and afterwards, use to make a decision.
And for the records, we’re not playing around with some superficial questions like “tell me more about the overall working dynamic…” such questions tends to provide you with surface information with nothing to analyze. We’re instead taking the opposite direction: asking question that will dig deep to the subconscious part of the interviewer but with a sense of peace.
The following three strategic questions will give us the results of what we want.
Ask About Times An Employee Made A Wrong Move
To adequately understand what your potential new boss is made of, you have to enquire about the misconduct of some employees and their breach exactly.
This is how it naturally works:
Has there been any event such as when an employee showed some sort of negative attitude or wrongdoing of any kind? I’d really like to know the details.
And you could get a response like:
Well, there has been a couple of incidents where some employees, though not here, got off the proper track by posing for a raise without due performance like fixing hard and smart work, giving their time and other whatnot.
We’ve had an event where a lady virtually requested for both a raise and promotion after working for fewer than nine months for the company.
Am not trying to be judgmental though but I worked here precisely for over four years before I got my first raise and afterwards, I worked for an additional two years, before getting my first promotion.
Come to think of it, in the case of this woman, what could she have possibly achieved within the space of that nine months to license that raise?
Precisely speaking, such a reply isn’t an indicator of badness from your potential boss’s end. But if we carefully, dissect this response we’d understand that such a boss demands from an employee, a long-term effort in order to prove his/her value. Also, this boss is likely to have issues with meritocracy.
Ask About Times An Employee Made The Right Move
This is another question that can offer you the prospect of seeing through the façade of your potential new boss. Here you have to ask about times when an employee did something good for the company and on what occasions specifically.
And because our goal here is to subconsciously, compel the interviewer to be specific in answering our questions, do not for a second think about asking superficial questions like: “please sir/madam, can you highlight an instance of positive attitude here in this company?”
Such questions can only fetch you blank and inexact answers like: “with respect to the company’s working dynamic, we like employees who are good team players and who will always remain accountable.” At the end of the interview process, you’ll be left with little or nothing to dissect.
But if you can strategically, dig deep with a more specific question, the boss will definitely give you a lot of facts to study. An instance of such question is: “Among your incumbent employees, which one actually functions as a demonstration of positive attitude and in what way and occasion did he/she displayed such attitude?”
With such question, you’d be able to urge a response like:
A favorite employee of mine is just too good at working struggling , stiff deadlines and multitasking. Few months ago, we were faced with an issue: a client found interest in one among our software but on demands that some modifications be made within the space of 4 days.
So I asked this employee of mine to anchor that very modification. ok , he worked on the software all night and by morning, it is done.
Unfortunately, the modifications he made weren’t up to the quality of the client then he worked again on the software, and this time he worked till midnight of that day and by morning, the software was also ready.
Yet again, the client rejected it because of some minor issues which my employee addressed during a whole night once more. This point everything was set, with deadline met. The client accepted the work with joy.
Critical analysis of that response actually figured out that your potential new boss likes employees who can work extra hours without complaining irrespective of the job’s demands.
This doesn’t make the interviewer a bad boss however, but it’s only a question of: can you work under such situations? To be frank, this kind of boss will wear you out with numerous demands.
Be Sure To Understand How Specific They Are When Responding To Your Questions
It has been uncovered that some bosses do not document or recognize the achievements of their employees. In light of that, you’d want to watch out if your potential future boss falls into this ungrateful or insensitive category.
Failure to supply you with an instance of how an employee achieved something great for the company and also giving a clear definition of the attitude of the employee, simply means you also may not be recognized in your future accomplishments. At this point, you can decide what to do for yourself. If you don’t care about recognitions, then all is good; if you want to be recognized for your accomplishments however, this boss is definitely not good for you.
You are good to go. Your next interview will surely prove exhilarating because you’ve gained a potential only few can utilize. Use them to your advantage and enjoy the benefits and satisfactions that comes with it.
What good is it when you have this knowledge and yet don’t make use of it? It will be a waste of time and energy if you don’t apply these questions in your next interview. If you must prevent history (working for a bad boss) from repeating itself, make sure you subtly use this knowledge; you’ll definitely gain an edge.
The interviewer might seem intimidating but you don’t have to let him/her feed off of you; look behind their elevated self and see the human attributes in them—they are humans, just like you. Be confident, be cool.