Forums

This post is in the context of my other post, on the Career forum. There, I asked for advice in positioning for a promotion.

Yesterday, I had scheduled some time to talk to the CEO (small company, I talk to the CEO frequently so we have a decent relationship).

Unfortunately, he was distracted by some personnel issues.

To set the stage, the personnel problem was that a group of people, who had just (4 hours prior) received an email from their boss suggesting that they were not working hard enough, took a "long" lunch. The CEO felt like they were being deviant and was pretty worked up.

So to the point:

He asked me what I would do in that situation. I started to say that I'd continue giving them feedback... He interrupted me before I could finish by responding.

[quote]"They just got feedback, and they're not responding. I believe the only way to adjust, or affirm behaviors is by firing or promoting"[/quote]

I don't agree, but that wasn't the time and place to be contentious.

How do all of you managers respond when your boss indicates an expectation of behaviors that are contradictory your own beliefs, and even to "good" management?

Mark's picture

One responds by saying, "That's definitely one way to do it," or, "I can understand that response here," or, "Under the circumstances, I can see why you'd feel that way."

One doesn't take one instance of a future behavior and over-judge someone.

Let this go. I assure you, the stresses on that CEO are enough that he's entitled to say dumb things every once in a while. If every who disagreed with him once or twice took action, the company would collapse.

Mark

akinsgre's picture

Thank you.

That's what I love about this group. I'm really fortunate that I'm able to join all of you here and benefit from both the wisdom of experience; and the calming effect of a level-headed, clear insight.

[quote="mahorstman"]Let this go. I assure you, the stresses on that CEO are enough that he's entitled to say dumb things every once in a while. If every who disagreed with him once or twice took action, the company would collapse.

Mark[/quote]

Mark's picture

Greg-

It was kind of you to say thank you.

It's Saturday, I'm on the road in my hotel room on a beautiful Saturday. I could be playing golf.

Every thank you here is appreciated.

Mark

tomw's picture

I would tend to look at the overall situation and see if the boss could see that as well. I think it sounds like a "management by exception" example, where one bad instance is being used instead of looking a the bigger picture.

To me, a group taking a long lunch then works until late at night or works Saturdays would be acceptable. I have directs who do things like that all the time, coming in early to leave early, working a Saturday to make up time lost to a sick day, and so on.

I would rather see someone take a couple extra breaks (as long as they still get their expected time in) who can get more done overall because they are not overworked or concerned about a personal task they need to do.