Five Things To Do When You Work For A JerkWritten by Dave Lindbeck
Do you work for a jerk? Okay, I know it’s just a hypothetical question, because we all know that if someone is a manager they have all skills in leadership, communication, and emotional intelligence necessary to be effective in their role. Right? NOT!
There may be great leaders and managers in corner office where you work, but many people actually do work for a jerk or something worse. Unfortunately, those who do work for a jerk often wonder what to do about it.
When you’d rather not run boss over with your car, put leadership seminar brochures on his or her desk, or call in sick Monday through Friday, consider these concepts:
1. Your manager has marching orders delivered by jerk above him. That stuff really does roll down hill. Have empathy.
2. Your manager is human too. Fear, family problems, stress and performance issues are not only your concerns. Show compassion.
Ask for that Raise!Written by Kimberly J. Schenk
For nine years Jeff worked for company G as an engineer. Flying airplanes was his first love. His job came in a close second place. That changed when Jeff met Judy. Their relationship quickly turned serious and they married. When Jeff and Judy sat down to do financial planning as a couple, Judy learned Jeff’s salary was surprisingly low. With a human resource background, Judy knew salary range for Jeff’s type of work, and what his credentials were worth. Jeff was seriously underpaid. Jeff was shocked and somewhat crestfallen. His attitude was, “I’m lucky to do what I love AND GET PAID for having fun!” As Jeff began to understand his market value he felt betrayed. Had he been duped? Had he been a fool for years? Was his company taking advantage of him? He wanted to keep his job. Asking for a raise was painful. The idea of asking for a 30% raise was excruciating! With a wife and future family it was time for Jeff to pay attention to his compensation. Jeff had read The Ripple Effect, Speak Your Mind Constructively, and sat down to write his request. He was flooded with anger, frustration, fear of hearing “no raise for you”, and possibly prospect of looking for another job. He felt disloyal yet asking to be paid a fair marketplace value was good business, not disloyalty. With a tug of war going on in his head, Jeff stayed focused on conversation that would impact his future. When he sat down with his boss Jeff got to point. “I have worked here for nine years. My reviews have consistently been good to great. I’ve worked in several departments and handled every task assigned to me, competently. I love my job and have been very happy working here. I feel I’m underpaid and I am requesting a raise of $13,000. I know you need time to talk with upper management. When can I expect an answer?” Jeff’s boss was dumbfounded. Jeff was asking for five times what their typical raise amount was, yet he sensed Jeff had a fresh understanding of his value and was dead serious. Jeff did not cloud his request with emotion, accusations, or justifications. Jeff did not threaten to leave if he did not get raise. He stated his position and was specific about his needs.