How to Get Your Boss Fired

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I put some phrases from your email in bold.? “We were sure…As far as we can tell…They also seem to think…”? Notice that you all are sitting and hoping that your brave coworker, Tanya, solves the problem for you.

If the HR person and the manager’s manager thinks it’s just because of a conflict between Tanya and the direct manager, it’s because

Yes, I frequently tell people that if they hate their jobs, they should look for new ones, and you’re doing that.? But in the mean time, you’re miserable even at the same time you have someone from HR actively looking to help you.

Do you know how many people would love for a response from their HR department?? Heck, just an acknowledgment that someone, somewhere, is actually concerned about the success of this department, would be welcome.

So, get off your rear ends and all of you who are helping each other look for new jobs, instead help the HR person know what is going on.

I know you want to make sure you do it the “right” way.? This desire for the perfect, risk free solution where bad manager goes away and everyone else lives happily ever after is not likely to happen.? If you wait until you have the perfect solution, you will miss all of the good enough solutions.? Here are 5 things you should do.

Document, document, document. You said you had a whole host of complaints about your manager.? Document these, but not just as a list of faults, but as a list of examples.? So, you don’t write, “Manager is rude.”? You write, “On March 1, Manager interrupted Tanya 6 times in a five minute discussion.? She raised her voice and called three people idiots.” Talk directly to the HR person who is investigating. Don’t rely on Tanya to relay information.? Don’t assume the HR person will come to you if she wants to hear your side of the story.? Make your own appointment, or grab the HR person in the hall, but go and talk to her now. Encourage your coworkers to do the same thing. If all of you explain what’s going on, the powers that be will be better able to understand what the true problem is. Make sure you are direct and clear. People tend to downplay the problem when asked directly.? So, when you go to the HR person say clearly, “This is not about a conflict between the boss and Tanya.”? Then refer to your documented list of problems.? Do not sugar coat it with words like, “sometimes” or “I feel” or “maybe.”? You don’t say, “I feel like the deadlines she gives are unrealistic and that causes stress.”? You say, “The deadlines she gives are unrealistic.? For instance…” Be prepared for nothing to change. The manager’s manager isn’t taking care of the problem.? One of the reasons why this happens is that this person made the hiring decision.? If she acknowledges that this manager is an idiot, she also has to acknowledge that she made a poor hiring decision.? People don’t like to admit their faults, so they tend to ignore this type of problem for as long as possible.

I know it’s unpleasant and scary.? But, it’s clear that the “wait and see” method isn’t working.? Speak up and speak up now.? And keep your resume up to date.