10 signs your boss is bad

Employees cannot read employers' minds. Managers who are poor communicators confuse their workers. Some managers are in a hurry and can't be bothered to take the time to give thorough instructions, while others may simply not be skilled at giving direction. Regardless, when employees have to guess what they are supposed to do they will likely get it wrong, which results in poor work performance. An unskilled manager will then blame the employee for his confusion, causing resentment and anger. A resentful, angry employee is less likely to put all of his energy into his job, and may even look for a different job.

D. Santiago from Eastern Michigan University looked at reasons for stress among police officers and the effects of stress on their job performance. Santiago concluded that the negative stress caused by poor management in organizational settings can be debilitating. Not only do stressed-out employees perform their jobs less well and have less energy, they also suffer health consequences and may become quite ill as a result of stress caused by poor management.

 Florida State University study that concludes that as high as 40 percent of employees think their bosses are bad. The respondents of this Florida State survey said that their work environment was more important than pay level, meaning that they would leave a job with a bad boss for a lower-paying job with a good boss.

The same Florida State study concluded that employees who work for bad bosses are less likely to take on additional tasks and are not energetic when doing their jobs. They tend not to care about the quality of their job performance.  All of these behaviors are costly to the business owners.

here is few signs of a bad boss:

1. Yelling. Managers who yell actually diminish their own authority because they look out of control. After all, a manager confident in her own authority doesn’t need to yell because she has far more effective tools available to her. Don’t yell, and don’t work for yellers.

2. Fuzzy expectations. If your manager doesn’t communicate clear, concrete goals for your work, and convey to you what success in your position would look like, she’s falling down on one of her most important jobs. A good test: If you and your manager were both asked what’s most important for you to achieve this year, would your answers match?

3. Unreliability. She says she’ll review your report by Tuesday, but it doesn’t happen. She promises to join you for your important meeting but doesn’t make it. She says she’ll forward you a client’s contact info, but it never arrives. You need to be able to rely on your manager to do what she says she’s going to do, just as she needs to rely on you for the same.

4. Unwillingness to make decisions. This often takes the form of managers neglecting to address performance problems or not firing low performers. But it surfaces in other ways too, like not taking responsibility for moving work forward or punting in favor of trying to reach consensus.

5. Unreasonable demands. Holding staffers to a high standard is a good thing. But insisting that people work over the weekend to complete a project that isn’t time-sensitive, or demanding that an employee do the truly impossible, is the mark of a tyrant.

6. Indirectness. When a manager sugarcoats to the point that her message is missed, or presents requirements as mere suggestions, staffers end up confused about expectations, and the manager ends up frustrated that her “suggestions” weren’t acted upon.

7. Ruling by fear. Managers who rule through rigid control, negativity, and a climate of anxiety and fear don’t trust that they can get things done any other way. Of course, it backfires in the end because fearful employees won’t bring up new ideas for fear of being attacked and won’t be honest about problems. Moreover, very few great people with options are going to want to work for a fear-based manager.

8. Defensiveness. Managers who respond defensively when their decisions are questioned end up quashing dissent and making employees less likely to suggest new and different ways of doing things. Managers who are secure in their authority aren’t threatened by dissent, and they recognize that others’ ideas are sometimes better than their own.

9. Drama. A good manager minimizes drama, rather than causing it. If everything is a crisis around your manager, she’s probably what’s at the center of the problem.

10. Fear of conflict. If your manager avoids conflict and tough conversations, chances are high that employees don’t hear much feedback and problems don’t get addressed.

This is a huge issue here in Doha and there is nothing that we can do about no one to complaint to and no one to report to , thats the main reason made me quit my job just this week but thankfully for a better oppotunity, tell me what you think?