Think your boss is useless? Here's are 6 tips to deal with it

The stereotype of a “bad boss” is a common trope in American culture, often played for laughs in sitcoms. However, in real life, working under ineffective management can be far from amusing. No matter your industry or seniority, chances are that you report to someone, and that person has a big impact on your engagement, job satisfaction, and work-life balance. So, what happens when you find yourself working for someone that doesn’t meet your expectations?

The reality is that many employees are dissatisfied with their managers. One study that examined workers’ perception of their managers found that 30% of Americans dislike working with their manager, and 84% percent believe they could do their manager’s job. With this sentiment around management, it’s no surprise that many companies are starting to target middle management when it comes to layoffs, eliminating roles that are increasingly becoming “nice-to-haves” instead of “must-haves.” So, if you find yourself frustrated by an underperforming manager, what steps can you take to navigate the situation effectively?

Is your boss incompetent?

If you are struggling in your relationship with your manager to the point where you feel you need to take action, the first step is to identify the root of the problem. It’s easy to feel like someone is useless when they aren’t giving us what we need to thrive, but what is real incompetence in the workplace? Incompetence in a professional setting can have far-reaching impacts, often leading to low employee engagement and reduced team productivity.

So, before you adjust your approach or seek help with the issue, it’s important to rule out other problems and focus on the real issue. For instance, you and your manager may have different communication styles, and they fail to convey things in a way that you can understand. That doesn’t make them incompetent, and poor communication is more easily solved than a boss who is truly bad at their job. Other factors to consider are things like apathy, workload, or burnout, all separate issues that can be addressed in various ways.

Evaluate their performance by asking questions such as: Do they communicate expectations clearly? Are they open to feedback? Can they make sound decisions? Do they have an advanced skill set? If the answers to questions like these are negative, then you might be dealing with an incompetent boss.

6 steps to handle an ineffective manager

If you’ve concluded that your manager is underperforming, there are ways to address the situation constructively. There are ways you can address the situation to make your working relationship more positive and productive without having to call your boss out or look for another job off the bat. From adjusting your communication style to setting boundaries, there are a few steps to take towards a healthier relationship with your manager that can help you gain a better sense of their abilities.

1. Assess the situation

If you’ve come to the conclusion that you’re dealing with an incompetent manager, the first step is to take a step back and assess the situation. Chances are that you’ve been struggling with this for a while, and you’re feeling frustrated. Don’t let negativity get the better of you and focus on the best course of action. Before you can try working with your manager or going to someone for help, you’ll need to know how to articulate your concerns in an unbiased and evidence-based way.

Start by thinking about the scope of their job and what they should be providing as your supervisor. Then you can make a list of things you feel they are lacking when it comes to skills and responsibilities. If you think you may need to escalate the situation, you’ll also want to start documenting examples of times when they didn’t meet expectations or provide the support you need.

2. Adapt your relationship

Everyone has different styles when it comes to work and communication. If your manager is underperforming in a way that affects your position or workload, the first step is to determine how you could adjust your dynamic to foster a more productive working relationship. For instance, poor communication is one of the most common causes of workplace conflict. So, if that’s something that’s causing things to fall through the cracks, maybe you need to take a different approach. Try talking with them to see if there is another way you can mutually set expectations, such as via weekly one-on-ones, less micromanagement, or discussing things over the phone or Zoom rather than via email, for example.

3. Don’t take it personally

Another crucial part of this process is to not take your manager’s performance or behavior personally. If you’re working with someone who ignores your needs or doesn’t respect boundaries, it can be easy to let your emotions get the best of you. However, letting a professional problem become personal will only escalate the conflict. If the added stress or workload caused by incompetent management is having an effect on your personal life or mental health, that is a sign you may need to take further action if you can’t resolve things between the two parties.

4. Express your concerns

While this step can be uncomfortable, it is also the most important. Before you escalate the situation, you’ll have to bring your concerns directly to your manager. How you approach this step will depend on your relationship with your supervisor. If you think you are in a toxic environment, you may have to beat around the bush a bit more or be careful in how you frame your concerns. However, most managers should be open to constructive criticism. Just try to frame the conversation around your needs as their employee, rather than their failures.

5. Ask for help

If you’ve tried to remedy the situation on your own or had your concerns ignored by your manager, it may be time to ask for help. Before you decide to involve HR, start by asking your teammates about their experience with your manager. If they are having similar struggles, they might be able to give your advice on a tactic that has worked for them, or you will have a stronger case going to HR together if there is no other way to resolve the issue.

Involving HR may feel intimidating, but it can be an effective way to address unresolved issues with management. You might even be afraid to report someone more senior than you. However, HR exists to mediate workplace conflicts and ensure a fair resolution for all parties involved, and HR professionals are not unaccustomed to dealing with reports of bad management. In fact, 14% of reported workplace conflicts are due to an underperforming boss. If you do choose to reach out to HR, there are a few things to consider before your meeting:

• First, you need to know what your ideal outcome is. Do you want help improving your relationship with your manager, or do you want to be moved to a different team?
• Second, you will need documentation to back up your grievances. Gather specific examples of when they underperformed, and how it impacted you.
• Lastly, don’t be accusatory. You don’t need to tell HR that your boss is unqualified or shouldn’t be in a leadership position, that’s for them to decide. Instead, focus on the concrete ways they have failed to support you as a manager, and how it has affected your ability to perform.

6. Know your limits

Hopefully, you won’t need to consider this step after being honest with your manager or speaking with HR, but unfortunately, only 36% of workers report workplace conflicts actually being resolved once addressed. If you fall into this category and the effort you put into changing your dynamic with your manager isn’t paying off, it may be time to consider finding a new position. Leaving a job can be a scary decision, but it’s important to remember the role of work in your life and its impact on your well-being and personal life. Your manager is often the embodiment of your relationship with work, and if your boss isn’t supporting you, you may be better off finding one who will.

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