Q. I think my boss has serious mental health issues. She screams at me, my colleagues, even her peers. No one puts her in her place. Can/should we recommend she see a mental health counselor to get her rage under control?
A. One of the most prevalent topics I get asked about falls within the category of toxic bosses. People tend to leave bad bosses more than bad companies. That said, it’s hard to not take things personally especially when your boss is screaming at everyone.
This is more of a question for you and what you feel comfortable doing. I personally wouldn’t approach your boss alone because you may take the brunt of even more wrath like, “How dare you say this about me!” And it can have implications even though your boss is not well. Workplace rage is not normal behavior (though it can feel normal the more it goes on as you become numb to it, the more it’s “normalized” if/when people look the other way).
You do have several options to pursue. One to strongly consider is teaming up with your colleagues to approach HR (and/or your boss’s boss). Loop them in, make them aware, mention witnesses to the behavior that’s beyond the group of direct reports. Disciplinary action, as well as hopefully help, support and resources, may be in the hands of HR and your boss’s boss to get involved.
Taking a macro approach though — let’s say you do all that you can, yet HR and the higher ups do nothing. Or they approach your boss and nothing changes? I’d start looking for a new job anyway. Your boss’s anger is unacceptable behavior at work, breeding toxicity that can wreak havoc on your own mental health, not to mention morale, focus, productivity and happiness.
Q. I’m in charge of a 50-person department. I want us to have summer Fridays, basically do a four-day work week starting in May. If this trial goes well, I want it to continue after Labor Day. The only thing is, my boss does not believe in it (we work in sales). The company is on board, my boss is not. How can I still make this happen?
A. You’re not alone in your aspirations. A recent four-day work week trial across the pond revealed that the majority of the companies, 61 in total, will continue. The results showed that most of the workers had a better work-life balance. Plus, they were less stressed. Winning!
Since your company is on board, it seems the only workaround is your boss. Especially given your responsibilities that can be done remotely and assuming you and your teams may be on the road visiting clients/prospective clients, I’d do exactly as you said: view this as a trial.
Tell your boss that the company has your back, so this will happen from Memorial Day through through Labor Day. Be transparent with everyone involved.
Then, in the fall you can debrief. Circle back to your boss and the company to shine a spotlight on this four-day workweek experiment if it goes well. I’d suspect that if sales numbers — ultimately profit — speak for themselves with productivity, you can probably build a strong case to continue beyond the summer.
Tribune News Service