With the job market as tight as it is, it's easy to be a lot less discriminating when evaluating bosses during your interview. But, keep in mind that you spend WAY more time at a job than with your loved ones—so you really need to love the job to make it work (in a manner of speaking).
Studies have shown that the number one reason why people start to look for a job is because their boss is driving them crazy. But how can you tell if the person you're supposed to be establishing this great rapport with in the interview is a potential disaster? Here's what I've learned in my career and from coaching others.
My biggest issue is avoiding the Micromanager! I hate micromanagers. I could not be paid enough to work for one, and I'm very honest with myself, and future employers, about it. Truth be told, I have survived 2 of them in my career, and was able to successfully extract them from my backside while keeping my job.
With that being said, if I was to interview for a job today, I would make sure that I brought up the topic of managerial style with the hiring manager. This can be a sticky subject, but I’d broach it during the interview (probably the 2nd interview) by asking them to describe their managerial style is, and no matter what they said, I'd tell them that I do not do my best work when I'm working for a micromanager. If they didn’t describe themselves as a micromanager, then they’ll be happy that you’re on the same page, if they did—well as you read in my example above—they can be reformed, but still need to appreciate your style. I’d then mention that I have more of an entrepreneurial mindset, and one of my former bosses (and a reference) described me as very resourceful. I would go on to say that I completely understand that while I learned the job, we'd be working together closely, but once I'd been there from 3-6 months, I would expect that I'd be up to speed on a number of things and could work independently. Additionally, I'd say something like—I like to run the ball down the field, but am conscious of needing to provide you with status reports, and will always come back to you for advice when I need it so you won’t be left in the dark. For the 2 bosses I had who were micromanagers, this would have worked well for them. Over the course of my working there, they learned to trust me and my instincts, and left me alone, knowing that I'd approach them for help when needed.
However, there's the more insipid micromanager who simply cannot be eluded—and that's the kind you're hoping to avoid by making the above declaration. By clearly articulating what helps you do your best work, you’re just being honest and fair with them. No manager wants to hire someone who won't do their best work for them, and whom they’ll end up firing or leaving, because you don’t get along. Being honest with yourself and them (politely) will help to ensure that the job is a good fit for you.
So what are your issues that you wish you could discuss in an interview? Pop onto my blog and leave me some ideas for future articles!
2 comments:
Great advice on avoiding the micromanager. However how would you go about avoiding the opposite - the completely uninvolved boss. The ones who just completely leave you to your own devices and you'd practically have to fall off the building to get their attention.
If that's how they roll, and they're happy with your performance, then there's not much you can do.
You can talk to them and say that you need more feedback so that you're confident you're doing what they need/when they need it, but if that's how they communicate and they're happy, then that's how they are.
You could also try asking them if they'd prefer you to email questions, or set appointments for meetings to discuss your issues once a week.
It'll always come down to the employer's needs, but you can try to open the door to a discussion.
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