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Working under a low performing boss is injurious to growth

And the Star Performer of the year is……!!!!!!!!!!!!!!!!

The appraisal time has just ended and there is a mixed feeling among employees. 

Post an appraisal, most of the firms look more like a mourning house. The management generally fails to realize the real source of performance and ends up crediting the ‘butter packs’ for someone else’s work. What surprises me the most is how easily the wrong names get picked for best perks?
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I am leading a team of 5 of which – two walk out of the job, one is fired and I rate the other two as poor performers. In short my team did not perform, I didn’t get any business. Will I still be considered as a good manager? Should I be expecting a good raise in my salary? Probably not. But, the facts state that even after loss of good resources and poor team performance, I become the Star Performer of the Year! How???

A low performing employee is one such inheritance that no one wants, and from a business perspective it is believed to be fair to have them removed from the team too. But can we say the same thing about a low performing boss? How can one deal with a low performing boss? In fact, should one really think of dealing with a bad or low performing boss?

If having a low performing employee in a team can put a stop to your company’s growth, working under a low performing boss puts you in a quicksand situation, wherein you live only in the hope that some aid will come up soon.

While  by exercising some managerial skills it is still easy to deal with a low performing employee; working under a low performing boss can only result in your de-growth.

Three things to follow if you have a low performing boss:
  1. Don’t let the boss know that you are better, share the best ideas with him and be his ‘butter pack’
  2. Let go your ego, esteem and continue to labour hard with zero expectations till you can survive
  3. Switch your job


While the first point only ensures your stay at the current job to be peaceful and long one, the second option eventually leads to option three. But then again, the fact that jobs are not always easily and readily available leaves you back to abide by the first option. And the year passes on and while your boss keeps getting the best perks for no credit of his own, you continue to remain the under-performer. And there you are stuck in this vicious circle.

 How about an Option 4.? Form a union and hand your boss the pink slip for being a non-performer?



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Comments

  1. Prakash PatilJuly 14, 2015 at 3:59 AM

    Option 4 would be dream come true. After all, day-dreaming is never injurious to health or wealth... :)

    ReplyDelete
    Replies
    1. abcJuly 15, 2015 at 1:47 AM

      how about having an option 5, bring change in recruitment process....include one round of interview of the candidate with the employees of his to-be team :-)

      Delete

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