By Rachel Zupek Farrell,
To some employees, working for an absentee boss is a
dream come true. But in reality, working for someone so "hands-off" can
hurt your career.
"A hands-off boss does an employee a disservice
when the employee is unable or unwilling to fulfill her responsibilities
and the boss does not step in to work with the employee to diagnose the
problem and improve performance," says Bob Lazzarini, a member of the
faculty at the Graduate Management Program at Antioch University Los
Angeles. "It is the responsibility of the boss -- and the employee -- to
engage each other, with the manager providing appropriate direction and
support."
The reasons a boss may be absentee are many, says
Bettina Seidman, career coach with Seidbet Associates, a career
management company.
"They may not have management skills or
perhaps they don't enjoy engaging with subordinates or getting involved
in 'messy' interpersonal relationships," she says. "Sometimes
individuals are promoted into management positions based on job
expertise and don't understand the role."
In the best of cases, perhaps your boss just trusts you to do the job and doesn't know you need more leadership.
"[Maybe
the boss] believes that leaving you alone is exactly what's needed for
you and your team to perform and develop most effectively," Lazzarini
says. "Or perhaps your boss is leaving you alone because she thinks you
know what to do, how to do it, and you have the resources and motivation
you need to be successful without her becoming the dreaded
micromanager."
Whatever the reason, a boss who's not much of a
boss can be frustrating. Fortunately, there are ways you can cope with
the situation. One obvious remedy is to take the situation into your own
hands. Have a conversation about your needs and how your boss can help
to support you, Lazzarini says.
"When in doubt, communicate," he
says. "Being aware of one's own hands-off management practices is one
thing. Having the time and presence of mind to communicate that
awareness to you may be another thing entirely."
What you should not do
is make assumptions about why your boss is MIA -- or even that she
knows she's lacking leadership. Instead, manage up, Lazzarini suggests.
"Manage
up by contacting your boss and inviting a conversation. Take
responsibility for sharing what you are experiencing, inviting your boss
to help you think through what is needed -- including her more regular
presence -- for you to perform more effectively," Lazzarini says.
"Affirm your boss's engagement, and invite her to consider setting up a
more regular opportunity to meet, since you find it helpful."
If neither of these tactics works, make the most of your situation with these two tips:
1. Do what you are supposed to be doing.
"No
employee is well-served by saying, 'Well, you weren't here, boss, and I
really didn't know what to do,'" Lazzarini says. "You may not know it,
but there are lots of people, maybe even your boss, who are not getting
enough of their boss's attention and direction. Figure out what needs to
be done to advance the organization's mission, objectives and goals.
Then do them, whether or not it's your job and irrespective of whether
someone gave you direction."
2. Start doing things you would direct someone in your role to do if you were the boss.
Of course, make sure to not overreach to the point that you lose your job or bankrupt the organization, Lazzarini says.
"The
sooner you begin to think like your manager and do the things a good
boss would want you to do, whether told to do so or not, the sooner
you'll be on your way to being recognized as someone who is ready for
more responsibility and authority."
"Remember
that it takes two to tango. If you see your career, your department or
your organization on the way to going down in flames because your boss
is too hands-off, don't just stand there and watch. Step up, and invite
the dialogue."