Dear Joan:

I am a college educated professional in my 40´s. I have worked with supposed "professional" people all my life. I have had this problem with inconsistency and favoritism in the last two jobs and in the current job I have. Without going into all the details, as your article sums up the problem well, I was forced to leave a job three years ago, when a co-worker "came after me" and the owner of the company failed to take action against the problem co-worker. I even talked to the police, told the boss what the police said, and the boss failed to take any action. This is my most extreme example of a dysfunctional workplace.

In my current job, the manager is an enabler and does not take the appropriate action of firing the problem employees.

I, therefore, differ with your advice of advising the employee to leave the company. This kind of problem exists in most companies in America today. The employee will only find this same kind of problem in other companies. I have a friend who works for a "professional" company-an insurance agency. The same problem exists at her company.

The core issue is that American managers have lost their backbone and no longer discipline workers.  Therefore, until that changes, and I´m not holding my breath, the problem will continue.

Answer:

Because of the stew pot of different human variables, it´s virtually impossible to create the ideal organization. But with that said, I do agree that in many cases, managers today have lost their backbone, or don´t have the skills to lead.

Several factors have contributed to this problem:

• Managers are worried about being sued by an angry employee.
• Technical managers are promoted to leadership roles with little training or support.
• Difficulty finding qualified workers fosters the philosophy, "a problem performer is at least better than no one at all."
• Manipulative employees, with an entitlement mentality, have learned how to play the system.
• Extremely high pressure for results with fewer people, can cause a manager to be spread so thin, he or she doesn´t take time to interact proactively with the staff or confront problems.
• Flatter organizational structures often create managers who are "meetinged to death." They are on so many projects, they aren´t around very much to see or manage their staff.
• Many organizations aren´t doing a good job of preparing and selecting leaders.

Obviously, leaving an unfair situation is not the only solution. However, it´s a choice you made after all other avenues were explored. While you will never find Nirvana, I think you have demonstrated that sometimes it´s better to leave, than to stay in a dysfunctional workplace that erodes your mental health or physical safety.

There are many good managers I interact with on a regular basis, and I work with hundreds each year. Most managers have good intentions and are willing to work hard at improving their skills and approach. On the whole, I'm encouraged.

Joan Lloyd is an executive coach, management consultant, facilitator and professional trainer/speaker.  Reach her at Joan Lloyd & Associates, (800) 348-1944, info@joanlloyd.com or www.JoanLloyd.com © Joan Lloyd & Associates, Inc.

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