Five tips for identifying bad bosses

The boss can make your career, but it can also destroy it. So here's a list of five ways to teach you to identify bad bosses who can ruin your career.

A good boss can get you into work, make you feel empowered to handle business, keep you away from the office politics you don't need, and be able to justify and develop your interests. Bad bosses can even make the seemingly best and most well-paid jobs quickly become unbearable. Bad bosses will not only give you a sense of boredom at least 80% of the time of the week, it may even affect your emotional life. And a study by Baylor University (Baylor University) found that the pressure and nervousness of abusive bosses "can affect relationships and the entire family of employees." The abusive behavior of the boss is not always as blatant as screaming tantrums; it also involves giving vent to an employee's feelings without a reason, dismissing an employee at a meeting, or being reckless with the work of an employee, but not providing constructive advice on how to improve the job. Whatever the bad boss says, your work and your personal life can be greatly affected. Meredes. "The abuse of the boss deepens the tension of personal emotional problems, and employees become less motivated or unable to engage in interactions with their partners and other family members," explains Merideth Ferguson. Dr. Ferguson is co-author of the study and assistant professor of management and business at Baylor University.

There are many ways to deal with the impact of being a bad boss, including having a productive solution face-to-face with him, proposing to report to another supervisor, or seeking the help of a human resources department. But these methods are not guaranteed to improve the situation and tend to result in greater pressure. The best way is to identify the bad bosses before they become their bosses! Here are five ways to let you know if the interviewer is a bad boss.

1. Use of pronouns.

John Brubaker, a performance advisor, suggests that the most brubeck of a boss's character is the choice of pronouns and the context in which they are used. If the interviewer uses "you" when conveying negative information, such as "you will handle some obscure business", don't expect him or her to be your mentor. If the boss chooses the word "I" to describe the department's success, this is also a dangerous signal. If the interviewer is talking about a problem that the team or company is facing, use "we", which may show that he or she is transferring responsibility and blame.

2. Be interested in your interests and enjoy it.

There is a dividing line between real relationship building and inductive information, so you have to use your own judgment on this issue. If you have a good overall impression of your future boss, he or she may be interested in the fact that you are very involved in charity work and just want to know you. On the other hand, interviewers are more likely to consider whether you are working or not. It's legal for an interviewer to ask whether you're married or having a child, and prying into your personal life is an ingenious way to get a sense of how well the future employees can work.

3. Attention is not concentrated.

In the age of email, BlackBerry and smartphones, it's no problem that people form disrespectful communication habits in the name of work. Especially in the mad workplace, when others are talking, they look at emails below, hold a meeting of the law and do other things, and turn on BlackBerry messages in the middle of the conversation, which has become a fait accompli in business communication. However, whatever the interviewer's position in the company, he or she should try to create a good impression-including shutting down High-tech equipment and focusing on you. If you're talking, the interviewer is checking the mail, playing the law, or being late, then don't expect him to spend time on you.

4. They can't confront your problem.

Dr. Karen Goldberg (Caren Goldberg) is a professor of human resources at the high School of business in the United States (Kogod parochial of Business). One key to defending bad bosses, she suggests, is that the other person is vague about answering your questions. When asked about why the last employee in the job interview was dismissed, pay attention to the pause, embarrassment, and overly generic response in the answer. For example, if the other person says that the last "very unsuitable" job, it may imply that the company does not spend too much time on staff growth, and when things go bad, they blame the employees.

You should also ask about the turnover rate, the length of time a person is employed in a given position, and how their career path is. The answer to these questions is not only to show whether the interviewer is the person you want to work for, but also to see if the job is competitive and whether the employee can get a career growth plan.

5. Their experience.

Ask the prospective boss how long he or she has been in the company, how long he has been in the position, and where he or she worked before, to get a general idea of the other person's management and whether he or she can adapt. For example, a boss who jumps from a big business to a small company may be disciplined. And entrepreneurs tend to be passionate about the business, which can be helpful and often a hindrance, depending on your own work spirit.

Goldberg also recommends viewing the Ebosswatch Web site, which has previous employee evaluations of the boss. If you have a strong interest in this position, she also suggests contacting the former employee of your job interview to ask for their opinion. LinkedIn can easily help you find these people. The former employee's statement may not be a reflection of your future experience, but it can help you determine whether his or her description of the job and the company is consistent with the future boss's rhetoric.