A group meeting with the boss may help bridge work division

By Rozanne R. Worrell

Workplace Woes – Roze Knows

DEAR ROZE: How do you deal with a boss who buries his head in the sand and doesn’t want conflict – just wants to cruise to retirement? I work in a business that’s part of a national chain. There are two types of employees – those of us who work and those who don’t. Those who don’t know they won’t be held accountable. Those of us who work do so because of integrity. A severe divide exists. We can’t talk to the boss because he always goes to those who don’t work and tells them, which makes matters worse. I’ve tried a dozen times over 10 years. The people with integrity end up being punished and those with none get rewarded. It’s a totally unprofessional situation. If we go up the chain of command, he could lose his job. How do you think I should handle this? – Employee with integrity

Have you considered working at a different location within the company? If that is not an option, you and the other people with integrity can meet with your boss and state your issues along with suggested remedies. I hope he will listen when several of you approach him at the same time. There can be power in numbers. If there is no improvement, find out if your company has an ombudsman, a person you can speak to confidentially. Typically, this person works to settle grievances without divulging the identity of the aggrieved individual(s). Otherwise, take your issues to your boss’s boss or the company’s HR department. Just like the employees, your boss needs to be held accountable.

Time for self-evaluation?

I was scheduled to attend an in-service two hours away from the office on a Monday, starting at 8 a.m. sharp. I had a shift the day before from 4 p.m. to midnight, so I requested a shift change. My boss denied it. This is one of many instances where my boss declines my requests for no legitimate reason. Coworkers and friends say he treats me like a doormat because I allow it. I think he takes advantage of my good nature and desire to please. Any suggestions? – Sick of being a doormat

There could be a variety of reasons for your boss’s negative responses to your requests. Examine the way you carry yourself and how you present your requests to your boss. Always exude confidence, and be firm and direct. If you are not already doing so, provide your boss with alternatives required because of your requests. In this instance, have someone lined up to take your shift.

Stick with the program

My performance review is coming up. Since I’ve been with this company (five years), we’ve always had to complete a long self-evaluation form for our boss before having our review. This year, we’ve been given a very small, finite space to comment on our performance. I’m debating whether I should attach additional information I think is relevant but not requested on the new form. Even though I know this other information can be brought up during my review, I believe it’s important to have it documented. What do you think I should do? – More is better

As challenging as it may be, I suggest that you stick to the new format; however, go into your review having prepared supplemental documentation on subjects not covered by the new form.  If any of these items comes up, you can offer what you have prepared. And if subjects are raised that you did not anticipate, offer to provide follow-up documentation.

Rozanne R. Worrell is a workplace consultant and columnist. She is not an attorney, and her answers should not be considered legal advice. To find out more, go to www.rozeknows.com.

Have a question? Contact Rozanne R. Worrell at www.rozeknows.com or at Workplace Woes – Roze Knows, P.O. Box 99134, Norfolk, VA 23509-9134.