We all have come across Tumblr gifs or Instagram posts highlighting that people don’t leave bad jobs, they leave because of bad bosses and poor management who fail to appreciate and rightly motivate them. Lately, I have found myself at a crossroads: should I continue working in a challenging and bizarre workplace, or prioritize my mental well-being and professionally part ways? I opted for the latter, and this experience made me reflect on what makes a good leader. Isn’t supporting employees for the betterment of the organization should be every boss’s foremost responsibility? Yet, are all bosses leaders? Sadly, the answer is a resounding NO. As Gayed et al. (2018) point out bosses are influential people that directly impact the actions and well-being of their employees.
Consistent support and acknowledgment are keys to retaining employees and fostering a team to ensure effective efforts to achieve shared goals. Usually, management and bosses pretend to care for their employees, but there are instances where the façade drops entirely. The recurrence of nit-picking and unjustified criticisms by the management – those who hold power over employees – is considered bullying and harassment (Oladapo & Bank, 2013). Unfortunately,
in today’s work environment, all bosses are obsessed with the title of “leader” than with understanding what true leadership entails. One of the many responsibilities of the leader is to show direction and remind employees why their work is important and meaningful (Koehn, 2020). Actions always speak louder than words; supporting employees in times of crisis and letting them know they are valued makes all the difference, rather than making tall claims of
shallow efforts toward well-being and wellness
What’s at Stake?
Do you experience Monday Blues? Do you hit snooze multiple times, feel overwhelmed in the shower, and spend your waking hours dreading the workweek ahead? I did, and ignoring it only made it worse. If this sounds familiar, you might be stuck in a toxic workplace, and it’s time to do something about it.
One must often think about what it is there that bosses refuse to value their employees and how they ignore the crimson flag when they experience a mass exodus. Bosses, too are human and may struggle with insecurity, innate toxicity, and inability to perform well under pressure. Many fail to realize that organizational culture is much more important than the
strategy which determines success. As Peter Drucker (2006) said, “Culture eats strategy for breakfast”. Toxic culture although might appear harmless, this maliciousness takes a toll on employees’ productivity and well-being.
A recent example from the Harvard Business Review (2020) highlights the transportation giant Uber, which faced allegations of harassment and discrimination, resulting in losses and legal battles. However, the CEO Kalanick realized the need for change, self-evaluated, and accepted the flaws in the organizational culture. By making conscious efforts to amend these issues, Uber successfully turned around its fortunes, leading to a significant increase in its market shares.
According to Frances Frei and Anne Morriss (2022), it seems that wherever there is lack of trust, you can nearly always point back to a problem with one or other of the following.
To develop trust, the first thing has to be done is discern which of the aforementioned driver creating a wobble factor it most susceptible to. So, the real question here is what you should do when you find yourself unsupported by management or you do not trust them anymore.
Should I Go or Stay?
I mean we all have had experience working with bosses that made us wonder how are you even a manager? The feeling of being unheard, unsupported, and mistreated can linger, and make you question your worth. But is quitting always the right choice? Sometimes, it is – when you believe that situation has become a dead end for your professional and personal goals and growth. However, facing adversity develops resilience.
Well, spoiler alert there’s no one-size-fits-all answer; rather it is all about finding the right balance. Just like Yin and Yang – the greatest representation of harmony, it is essential to consider that often challenges and growth coexist but the best course of action is to evaluate your options: assess whether the situation is temporary or indicative of an unsupported boss and toxic environment.
Be clear about your goals and purpose. Develop an exit strategy by enhancing your skills and portfolio; to land your next role with a different organization. Remember, you owe to organization only as much as you are compensated for. A wise approach keeps workplace relationships transactional and professional.
According to Flex Job Surveys (2022), around 62% of employees leave their job because of the workplace culture, and approximately 68% of employees voluntarily leave during the first 2 years without any job lined up. These statistics clearly show the impact of strained relationships with bosses are one of the most prominent and dominant reasons for quitting. The feeling of being a misfit and not gelling in the culture can create an uneasy feeling. It is a global issue and not linked to any particular organization or country. For instance, according to statistics shared by Statista Research Department (2024), one of the 3 major reasons why people quit their jobs in the USA is feeling disrespected at work.
The key takeaway here is to be resilient but do not let anyone belittle you! You are so much more than your job title. Take charge of your career path and well-being.
In Myself I Trust!
In navigating workplace challenges, it’s essential to balance awareness of organizational shortcomings with proactive decision-making. You may have heard advice to “fight for your rights,” I believe that when you are working in a certain organization you should not have to “fight” for your right to have access to the basic resources and support that is essential for organizational growth and goals.
It is the responsibility of an organization to provide the necessary resources and manpower for daily operations. Constantly fighting these battles will always result in fatigue, stress, and eventually low productivity. There is a fine line between being aware of the situation and taking charge, versus being seen as a chronic complainer. Sometimes, when you highlight the flaws and shortcomings often you get labeled as non serious. Instead, focus on solutions and what you truly want – be it a work-life balance, maintaining your self-respect and integrity, or simply a decent-
paying job.
Remember, you are your savior. Seek help from trusted mentors or colleagues as positive mentoring relationships are essential for maintaining work-life balance which leads to success in careers (Merga & Mason, 2021; Sarvenaz et al., 2021), and map your path strategically. Knock on the doors that are worth it as suggested by Harvard Business Review (2020) trust is the most important capital, trust your instincts, and be your own hero!
Talk it Out!
If you realize you feel you are not supported, consider opening up a discussion with your line manager or supervisor. True involvement should mean that more light is shed on the circumstances at question than shadow is cast. In this regard ensure that before approaching them you have special points to make regarding the behaviors that may affect work and well-being. Speaking to them in terms of how their behavior affects you – for instance, saying “I get
demotivated whenever my efforts are ignored.”
Also, learn how to explicitly state your requirements and the help you anticipate obtaining all through the conversation. Such entreaties may comprise formal or informal feedback, sponsorship, training, or career-progression queries. As outlined by specific objectives, the conversation is then directed towards a particular course to arrive at one or more decisions. Hearing your manager’s point of view can also be helpful. It may be easier to bear with them
when they act silly or when they put too much work on the line because knowing about their problems may make it easier to empathize with them. This might result in a partnership in enhancing the work environment. This can pave the way to two-directed communication traffic.
If your immediate manager is not keen on this then you should not let the matter rest but take it to the next management level or the human resource department. Speaking of details, there is nothing wrong with keeping a notebook or recording an experience or a conversation; this information can be useful when describing a problem. When you escalate the issue, it is very important to avoid presenting yourself more as a complainer than a person who wants a healthier workplace.
Embrace the Thrill that Comes with Uncertainty!
Simply finding your way through a difficult organizational environment can be lonely but you need to bear in mind that this is not something you have to face alone. The role of the directors is critical; the best managers know that their personnel are their most valuable resource. Thus, open dialogue and constructive relationships along with the recognition of the employees’ value are important for leaders to build a culture for organizational creativity and cooperation.
But if the management is unsatisfactory and the environment is deleterious, an employee should think of his or her health. The decision making involving whether to stay or go depends on self-assessment and awareness of a number of elements that are related to personal and career aspirations. Finding opportunities to discuss with your manager can often time open your eyes to ways of improvement but at times when one realizes that this is not the right place for him/her then it is time to start looking for another job.
Basically, everyone’s career should be a good one that reflects one’s values and vision. Developing coping mechanisms for adversity is important, but so is celebrating one’s self worth and promoting Self. When you assume the responsibility of managing your own career, when you take control of what you want for your work life, you are indeed enabling yourself to fashion out your work life the way you want. As with many things in life, you are the ‘master of your fate and the captain of your soul.’ As you do this, stick with your feelings, look for good company, and avoid compromising on what the organisation should be for you. As you navigate your own silent struggle, remember that you are not alone. Spend some moments thinking about yourself and what matters to you in your working life. You must always do what is best for you–it cannot get any worse than that!
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