Rink

I picked up an email not too long ago from a reader who wanted me to address "bad bosses." Jim writes: "I'm frustrated and don't know what to do. I love my job, but I think I'm a bad boss. My employees don't seem to be doing what I need them to do, even though I've had about 20 staff meetings to find out what's going on. Nothing seems to work. I even met with my own boss (who I think is a bad boss) and asked him if he thought I was an effective manager. He doesn't think there's a problem and told me to quit bring- ing problems to him that he doesn't need to be involved in. He then told me that my issues with my staff were a sign of weakness and to get more aggressive with them. It seems like I'm constantly second-guessing myself and making matters worse, both with my staff and my boss. What should I do?" Most instances of workplace tension are created by lack of com- munication. In Jim's case, it sounds like he has addressed his issue with his staff and made an attempt to get his boss to weigh in, although clearly nothing has been resolved. What can you do when "The Boss" doesn't support you? More importantly, what can you do when you're "The Boss" and you don't recognize you're actually part of the problem? A great boss doesn't necessarily need to pick up the check at lunch or let everyone leave early for the day. A great boss doesn't need to remember your birthday or know your kids' names (though it doesn't hurt!). Nor does a great boss need to be able to solve every problem that comes across his or her desk. A great boss does need to recognize when they're wrong. They need to be able to effectively communicate their goals and objec- tives, and, after doing this, be able to provide the direction and resources to allow their employees to achieve these goals. A great boss knows how to acknowledge an employee's accom- plishments and constructively critique their failures. There are two sides to this coin, though. What makes a great employee? A great employee doesn't always need to come in early and stay late. They don't necessarily need to have a smile permanently fixed to their face and their nametag perfectly straight (though it doesn't hurt!). Nor does a great employee need to be able to solve every problem that comes from the boss's desk or take every problem to the boss. Could it be that a great employee actually needs the same traits that they expect in a great boss? Should a great employee recognize when they're wrong and be able to effectively com- municate their expectations for/to their boss? Should they be able to take direction and utilize resources in accomplishing their assigned tasks? Should a great employee be able to acknowledge what they have achieved and be able to accept criticism on what they haven't? Jim's dynamic is complicated, but it isn't an unfamiliar one. He's not only "The Boss," he also is "The Employee" — dual roles that many of us find ourselves in on a regular basis. Finding out what makes his boss tick and determining what his employ- ees' strengths and weaknesses are and how to best utilize them will go a long way in resolving Jim's issues, and hopefully give him his confidence back. ✪ Final cut Lessons learned around the rink 54 / MAY.JUNE.2013 RINKMAGAZINE.COM RINK PHOTO Qualities of effective managers and employees are actually very similar Who's the Boss? by JOHN MONTELEONE COULD IT BE THAT A GREAT EMPLOYEE ACTUALLY NEEDS THE SAME TRAITS THAT THEY EXPECT IN A GREAT BOSS? , Communication is the key to being a great employee and manager.

• Cover