How Managers Make Unwanted Employees Go Away
When You're a Target on the Boss' Radar
Perhaps you've had personal conflicts with various co-workers or you've spoken your mind once too often. Maybe you're a negative nelly, perpetually late, resistant to change, struggling with job performance, or all of the above. You could also be the victim of dirty office politics (I cast no judgments here). Whatever it is, your boss just wants you gone—as in, "out of the picture."
If you get the sinking feeling that your manager is simply tired of dealing with you, then you need to know what will likely come your way before it smacks you right in the middle of your cubicle. I can help to clue you in.
2 Ways to Go: Make It Quick or Make It Painful
Having been an HR representative for two Fortune 500 companies, I can tell you on a practical level that there are two ways your boss can facilitate your exit.
- He (or she) can take the direct approach, firing you quickly and decisively. Examples include discharging you for violating a company rule, strategically eliminating your job, or firing you for poor performance.
- More often, however, a manager opts for the passive-aggressive approach, wherein you (the unwanted employee) unwittingly participate in your own termination. The manager will subtly make you feel so unwelcome that you eventually fire yourself by quitting or moving to a different department.
Either way, you lose your job. If you're among your boss' least favorite employees, consider that what you thought was managerial incompetence may actually be something else entirely! (Take a moment to let that sink in.)
Signs You Have a Sneaky Smart Manager
The task of managing others is difficult work. A good manager does the following:
- sets reasonable goals and work objectives
- motivates workers
- measures an employee's progress against goals
- communicates success and shortfalls
- rewards accordingly
- provides ongoing training and development
- offers timely, fair, candid performance feedback
- affords opportunity for improvement.1
In contrast, the sneaky smart manager is a lazy person who would rather short-circuit the performance management process than do the more challenging aspects of his (or her) job. Faced with a disliked or low-performing employee, he/she, instead, invests in strategies to get rid of the "problem" employee.
He/she is often poorly skilled at addressing subordinates' training and developmental needs or at managing altogether. Thus, it's easier for him/her to blame the employee than double down on managing.
Conflict and Consequence Avoidance
He/she is also too cowardly and ill-prepared to fire the employee directly. This would likely involve defending his/her decision to HR, company lawyers, upper management, and/or a government agency (i.e., should the employee file for unemployment or wrongful discharge).
The sneaky smart manager wants to save face and avoid conflict (and the inevitable consequences of managerial decisions) so s/he takes the passive-aggressive way out by attempting to make the employee miserable enough to quit. But this, too, has its risks—especially if the reason the employee is "unwanted" has anything to do with unlawful discrimination, retaliation, whistle-blowing, etc.
An employee who feels they have been "forced" to quit may complain of constructive discharge, meaning it was not their free and voluntary choice to resign, but because the employer deliberately made working conditions so intolerable that any reasonable person would have felt obligated to make such a change.2 Constructive discharge is often challenging to prove, however.
Important Note: If you have questions about your particular situation, always consult an attorney in your jurisdiction—preferably before you quit.
Have you ever gotten on your manager's "bad side" and become his or her "unwanted" employee?
Are You Being Targeted?
Below are 12 ways that sneaky smart managers typically use to target unwanted employees. They cleverly wear down disliked and low-performing employees until they shout "mercy" with a resignation letter. Chances are, if you truly are an unwanted employee, then you'll recognize more than a few techniques.
As you review the list, concentrate on the overall pattern of how you and your boss interact. Then, compare your experience with that of co-workers. If the treatment is substantially different, that's a big clue about your future.
12 Methods Used to Get Rid of Employees
Strategy 1: Death by Overwork
Do all the assignments seem to land on your desk while teammates kick back and watch funny YouTube videos?
The sneaky manager can turn up the heat using disproportionately high workloads. Then, he'll add tight or unreasonable deadlines. These techniques are meant to increase your stress levels. Even if you adjust to the high-octane work demands, you'll pay a hefty price in terms of mental, emotional, and physical exhaustion.
Strategy 2: Resource Limitation
Leave it to the sneaky manager to discreetly limit your resources, therefore, making it harder for you to do your job efficiently. If you speak up, he tries to convince you that it's really not an objective problem. You're just overreacting (probably from being overworked). He urges you to "get creative" or "do the best with what you have" because his "hands are tied."
Strategy 3: "Go Solve It Yourself"
In this innovative lead-from-behind strategy, you ask your boss for help with a significant problem. However, the sneaky boss shoves it back on you by saying that a good employee does not present problems to the boss. The good employee presents solutions. (Nice deflection!)
While that sounds cute, managers are supposed to provide problem-solving assistance when an employee is stumped. Instead, the sneaky boss instructs you to generate x number of solutions to your problem, often on-the-spot. Usually, none of the solutions is sufficient. That's why you sought assistance from the manager in the first place! It feels like a dog chasing its own tail.
Strategy 4: Assigning Tasks That Don't Fit the Employee's Competency Level
The sneaky boss opts for one of two extremes. He assigns either
- unchallenging tasks that are substantially below your skill level or
- tasks that are far too difficult and, thus, guarantee failure.
While everyone must perform some mundane tasks as a part of their job, getting stuck with too many can be boring, frustrating, and growth-suffocating. And, unless you have appropriate guidance and support, tasks that are too challenging can lead to anger and embarrassing public failure.
Strategy 5: Perpetual Distraction
When the sneaky boss is with the unwanted employee, he mentally checks out by texting, answering phone calls, or avoiding eye contact. He tries to rush the conversation along by saying things like, "Yep, yep, yep." And, if he consistently cannot bother to turn your way when you're trying to talk to him, then he's giving you the proverbial cold shoulder.
Strategy 6: Clamming up on Small Talk
Do you feel like you're in a social desert?
Having made it clear that your purpose for being there is to work, the sneaky manager eliminates all unnecessary conversation. Chit-chat is gone. He doesn't ask you friendly questions about your vacation or weekend, how your family is, etc. He doesn't care.
All of that non-work-related social interaction would just make you seem more like a person to him, and that would be ... well, awkward. Co-workers take note and they may stop engaging with you, too.
Cold Shoulder Got You Down?
Strategy 7: Formalizing Communication Channels
Claiming he's extraordinarily busy, the sneaky manager is personally inaccessible — at least to you, anyway. You must communicate with him primarily via email rather than through quick phone calls or by dropping by his office (as his door is always shut).
You may notice, too, that you have been excluded from certain meetings and have been left off key emails. If you inquire, he'll provide a reasonable rationale (e.g., an oversight).
Strategy 8: Stifling Creativity With Bureaucracy
Don't you go getting all creative! The sneaky boss is an enthusiasm and creativity killer. His favorite mantras include:
- "We don't do it that way."
- "We've tried that before, and it was a disaster."
- "We don't have time for that."
- "There's no way the ___ department would approve that."
Strategy 9: Limiting Rewards and Recognition
Everyone makes mistakes, but the sneaky smart boss ensures that everyone knows about yours. Be prepared for criticism in front of an audience. He may also email you criticism in lieu of a conversation or as a recap of a tongue-lashing you had 20 minutes ago. That's called "papering the file," and it's a bad sign.
On the flip side, when you make a praiseworthy contribution, don't expect the sneaky manager to high-five you. He'll instead take credit for your work by saving your creative ideas and presenting them as his own. He'll also give accolades to someone else or downplay your achievement altogether. That's just how it works.
Do You Give Up Yet?
Strategy 10: Aggression by Micromanagement
Micromanagers have serious control and trust issues, thus, they monitor and regulate the minutiae of their subordinate's job. Micromanagement is mismanagement, and, unfortunately, the tendency becomes especially brutal when there is an employee on the micromanager's radar.
Such bosses are often sneaky smart, and they typically engage in the following behaviors that drive their employees crazy:
- requesting constant revisions
- issuing frequent report requests
- asking for documentation rather than trusting your word
- making sure you know you're being watched
Do you feel anxious yet?
Strategy 11: Performance Management by the Book
When you're on the sneaky manager's radar, be prepared to be performance managed closely. You'll hear "accountability" and "deliverables" constantly. Your punctuality and how you're spending your time become very important. Your mistakes are magnified and documented. Expect to be counseled on minor rule violations that might otherwise go unnoticed.
In case you decide not to quit, your performance review rapidly becomes Plan B.
Strategy 12: No Room for Advancement
There's no better motivation buster than learning you work in a career graveyard. The sneaky manager bypasses you for promotions but always has "reasons." He informs you that there's no way you can realistically meet your career goals, and you have limited opportunities to learn new things. Read between the lines: he's inviting you to work elsewhere. What's it going to take?
Tips: Stay Smart, Stay Strong
It's important to be realistic with yourself if you're a disliked or are a low-performing employee. Anticipate that a sneaky smart boss who has not managed you well may engage in some of these 12 strategies to get rid of you. As you prepare for your exit, keep these tips in mind:
- Turbo charge your performance if it's an issue. Perceptions sometimes change!
- Stay calm and avoid outbursts. You don't want to provide a legitimate reason for them to fire you. Also avoid emotional venting to coworkers. It'll get back to your boss, and he'll know his efforts are working.
- Consider whether you want to complain to HR or upper management.
- Read and understand any company policies that affect you.
- Look for allies. They may be your support now and your references later.
- Take care of yourself emotionally, mentally, and physically. Consult a counselor to talk through your options as you move forward.
- Don't make rash decisions (e.g., quitting in anger).
- Double down on your job search. Revise your resume and practice your interview skills. A lot has changed since you last looked for a job.
7 Points to Consider When Quitting Your Job
Your Next Job
Do you have your next job lined up? It's easier to get another job if you're already employed.
How are your finances? Do you have a 6-8 month emergency fund? Quitting typically makes you ineligible for unemployment benefits. And once you hand in a resignation letter, all bets are probably off for severance.
The Resignation Letter
If you're going to file an unemployment or discrimination claim, that resignation letter will certainly be Exhibit A. Regardless, make it brief. You don't need to give specific reasons for moving on.
The Exit Interview
Typically, nothing useful comes out of exit interviews for the departing employee. Unless you are lodging a formal complaint, it's just water under a burned bridge.
Anticipate negative reactions from co-workers, especially if team workload is high. Try to share the news with them personally. As much as you want to, don't gloat or bad mouth your boss or the company on the way out.
Before turning in your resignation, obtain key information you'll need (e.g., examples of your work, copies of performance reviews, contact information for boss/co-workers).
Amount of Notice to Give
Two weeks' notice is a common business courtesy. Companies sometimes appreciate longer notices (e.g., 3-4 weeks).
1Wall Street Journal. (n.d.). What do Managers do? Retrieved August 8, 2014, from http://guides.wsj.com/management/developing-a-leadership-style/what-do-managers-do/.
2Duhaime, L. (n.d.). Constructive Discharge Legal Definition. Retrieved August 8, 2014, from http://www.duhaime.org/LegalDictionary/C/ConstructiveDischarge.aspx.
This article is accurate and true to the best of the author’s knowledge. Content is for informational or entertainment purposes only and does not substitute for personal counsel or professional advice in business, financial, legal, or technical matters.
Questions & Answers
These things you are suggesting are so dangerous to the company. The employee who quits can file charges against you for Constructive Dismissal or Unfair Dismissal. Are you aware of the legal problems with the content of this article?
You have missed the point completely! At best, you may have skimmed the article. I am NOT suggesting to managers that they do these things. Quite the opposite. I am alerting employees that if these things are occurring to them, then this may be what their manager is trying to do to them. I even have a section on constructive discharge in the article and another section with tips for employees facing this. I hope you'll take another look.Helpful 55
My manager is trying to get rid of me using several of the strategies you mentioned. I keep trying to make him happy, fix any mistake I make, and improve. I have offered to come in on days off and add items to my worklist, but he is running me into the ground both emotionally and physically. I am so run down I ended up with pneumonia last week. Is there such a thing as stress leave?
Based on what you’re describing, your manager is trying to performance manage you or drive you out. Unfortunately, you are working yourself up into such a tizzy that now not only is your job at risk but also your mental and physical health. (I’m not faulting you for this reaction. Many people respond this way.) If you're that stressed out, you probably do need a time out from your job.
Check your employee policy manual or company intranet or call HR to see whether you are eligible for a medical leave of absence (LOA)/short-term disability (STD) with the company. That’s what "stress leave" is. It’ll be a medical leave for psychological reasons, and you’ll have to be under the care of a health professional such a psychologist or psychiatrist for depression, anxiety, or other illness.
You do NOT need to give HR details at this point about why or what you’re planning. Remember that HR is not your friend or confidante. You just want to know 1) the company’s STD policy, 2) whether you are covered, and 3) how you can obtain the necessary forms.
See a psychologist or mental health counselor and describe the intensity of your job stress and symptoms. See if they will sign off on a request for a medical LOA/STD. Have the forms with you. Note that while you are on STD, you won’t typically be paid at 100% of your normal pay (usually there’s a brief waiting period, and then you receive 60% of your regular pay).
The upside, however, is that such a leave will buy you some time. It will get you out of that stressful environment. You can have time to regroup, look for another job, or otherwise figure out what to do. Typically, it’s not too hard to get a month minimum of STD for stress-related issues.Helpful 41
My manager tried to move me to a different department for 2 hours and I declined. He said if I didn't want to do it, I could go home and come back tomorrow and talk with the big boss. Can he do this?
The quickest way to get disciplined, including losing your job, is to refuse a reasonable request from your manager. That's called insubordination, or disobedience of authority, and typically it's only excusable under extreme situations such as when a manager requests that you perform an unsafe or illegal act, for example.
Working in another department for two hours doesn't seem that unreasonable on the face of it. Even when you're typically assigned to a given work area or department, sometimes business needs require that a manager reassign an employee for a short period of time, as it seems he tried to do here. You have to be a little flexible, right?
The only real choice he had when you refused was to send you home for insubordination, although he probably should have clarified. Saying something like the following would have made the consequences super clear for you: "Are you refusing my management direction by not going to the X Department? Because if so, that's insubordination, and I'll have no choice but to send you home and have you come back tomorrow to talk with the big boss. Typically, insubordinate employees are fired. Do you want a minute to decide?" You could then have weighed your options. I'm betting you would have made a different choice.
Just because he did not spell it out, however, doesn't mean you should not have known. Remember, we all report to someone.Helpful 26
My manager asked me to omit facts from patients' file dealing with verbal abuse. When I notified my Director of Nursing, she said she would look into it the next morning. I didn’t agree, and she told me not to come back until I gained perspective and then when I would get a write up for insubordination. I will not quit or move to a different facility. I don’t feel safe working with her. What are my options?
I suspect your medical facility may be preparing for an audit, and that is why they are directing you to tamper with the contents of patient files. I’m not in the healthcare industry, so I don’t know what specific governing agencies that might be involved. Certainly, multiple patient complaints of verbal abuse would have to impact patients’ healthcare quality assessments that are important to Medicare and the Affordable Care Act, right? Another possibility is that you’ve been asked to cover the tracks for a bully who has a pattern of verbally abusing patients. You don’t say whether the verbal abuse involved one perpetrator or many.
Most employers have policies about employees not falsifying records. Use this to your advantage. Make sure to read your employer’s specific insubordination policy, too, because it probably has important exceptions (e.g., you’re not insubordinate if you defy an order that would break a law or company policy). Locate your employer’s policy on your its intranet or in your employee handbook.
Consider consulting an attorney. Complain in writing to HR and hospital administration (whoever is over the Director of Nursing). Be sure to articulate WHY you feel “unsafe” working with the Director of Nursing. Did she threaten you? Were the verbal complaints against her? In your complaint, make sure you clarify what you are seeking as a remedy (e.g., reinstatement, backpay, … .)
If you are out of work for several days you might also consider filing for unemployment as if you were laid off since you were basically told there was no work available for you. Usually, there is a waiting period of several days; it depends on what state you’re in. Finally, as an absolute last resort, you might also contact your state delegate, Congressperson/Senator or news outlet. They might be very interested in medical staff fudging patient files. That’s a “nuclear” option, however.Helpful 2
I did something out of character at a work event. I lost my temper with a vendor at a nightclub party hosted by the vendor. I believe it was an isolated incident. I was provoked, and it was a reaction to my medication. Now there is a target on my back and my managers are trying to coax me out the door. I have some complaints about how I’ve been treated before the incident. Should I ride this bull until they excuse me?
You've previously had concerns about how you've been treated. You lost your temper at a work event (for whatever reason) and created embarrassment. Multiple managers are signaling to you that you need to leave. Your time at this company is nearing an end one way or another. Take control of your situation and make sure your leaving is on your own terms. Dust off your resume, bone up on those interview skills, update the LinkedIn profile and look for a new job starting now. I also recommend that you talk to a counselor about the stress of this situation so you can start your new job in a positive frame of mind, not bitter. We've all had jobs or workplaces that don't agree with us. Know when to move on.
© 2014 FlourishAnyway