Problems with your boss at work? Don't rush to resign and discover effective solutions

Many employees sometimes feel uncomfortable in their jobs, not because of the nature of the work, but because of how their managers treat them.

Frequent criticism, neglect, or poor leadership style may lead some to consider resigning.

But is leaving the job always the best option?

Experts say: not necessarily.

A recent study conducted by the "Tilly Research" market research institute for "Ernst & Young" revealed that 29% of employees who changed jobs in Germany in 2023 stated that the reason was the leadership style of their direct manager.

It is the second most common reason after the desire to improve salary.

The study included 1555 employees and showed that strained relationships with managers drive many to seek a better work environment.

However, human resources experts believe that things are not that simple.

Bernd Slagis, a recruitment consultant from Cologne, says that rushing to judge the manager or the work environment can lead to wrong decisions. He explains:

"Putting up with a narcissistic manager for years is not a healthy option, but deciding to resign just because of a minor disagreement is also unreasonable."

He adds that the younger generation and new employees often lack the necessary skills to resolve conflicts or communicate with management.

"Many frustrated employees give up quickly instead of trying to find practical solutions."

Ragenhild Strous, a recruitment consultant and psychologist from Hamburg, says that the first step an employee should take is to analyze the reason for their dissatisfaction:

"Is the reason really the manager? Or the job itself? Or perhaps there are internal motivations or deeper issues unrelated to work?"

The manager may just be a visible excuse for the employee's desire to leave the job, while the real problem lies in their overall dissatisfaction, whether due to unrealistic expectations or personal convictions about the work environment.

Even if the employee is sure they cannot cope with their current manager, they should ask themselves:

• What makes the situation unsustainable?

• Is the problem in the way of communication?

• Does it relate to daily tasks? Company culture? Or teamwork style?

All these questions help the employee accurately identify the nature of the problem before taking a significant step like resigning.

Experts advise against merely complaining or whining, emphasizing the need for clear and constructive communication with the manager.

Slagis explains that the employee should enter the discussion prepared to explain:

_ What do they need to perform their job well?

_ What challenges are they facing?

_ What changes do they hope to see?

For example, the employee might say:

"I feel that my ideas are not taken seriously... I want to be part of the solutions, do you see a possibility for that? And how can you support me?"

1 _ Assess the situation accurately: Is the problem really with the manager or with the job as a whole?

2 _ Avoid rushing: Don't let a minor disagreement be the reason for a big decision.

3 _ Start the dialogue: Communicate with your manager clearly and without blame.

4 _ Be ready to make suggestions: Offer realistic solutions to the challenges you face.

5 _ Think about deeper reasons: Are there personal or psychological factors affecting your job satisfaction?

Ultimately, a bad manager may not be the real problem, and sometimes, the solution lies in improving communication and negotiation skills, not in changing jobs.