How do you feel about receiving instructions from someone who is unproductive, communicates poorly, lacks interpersonal skills, and is overly bossy? Many people can relate to this experience. The common denominator? An inadequate supervisor.

Initially, you may think that you just dislike your supervisor's appearance, walk, energy, smile, and other physical attributes. Perhaps you are envious of their authority, but how do you determine if your supervisor is genuinely incompetent?

It all begins with trust. Have you ever shared your ideas with your supervisor only for them to take credit for your work? Do they refuse to admit their mistakes and instead blame others for their failures? Do they only focus on your mistakes while disregarding your accomplishments? Are they verbally abusive and refuse to listen to your suggestions? If so, then you have an inadequate supervisor.

Having an inadequate supervisor can be demotivating and negatively affect attendance, the quality of work, and overall mood. It sets the tone for negative energy that can affect your co-workers as well. This creates significant problems not only within the workplace but also at home.

In this case study, we will delve into the reasons behind the existence of such supervisors, how to make sense of it, and how to overcome the challenges of working under them.

As a manager myself, this topic is quite relevant to me having been a previous employee. Having undergone substantial training to deserve my position, I take pride in discussing this topic and how it helped me evolve into a better leader than my previous supervisor.

II. BACKGROUND

According to MarketWatch, 70% of employees complain that the worst part of their work is their managers or supervisors. The reason behind toxic and abusive managers is due to their incompetence. This, in turn, makes most employees frustrated, leading to more challenges at home.

But what is the root cause? The common mistake most employers make is promoting individuals without the necessary experience, training, and skill sets required to successfully lead a team. Some employees excel in certain areas but lack the skills necessary to transition into a leadership position. Companies tend to rely on confidence over competence, narcissism over integrity, and charisma over humility.

This context is based on the Peter Principle, coined by Dr. Peter in 1969, which states that people within the organization advance to their level of incompetence. This means that something is wrong with the promotion process that leads to most problems.

For example, a top-performing employee in sales gets promoted to a managerial position. However, the number of sales decreases among subordinates after the promotion, fulfilling the Peter Principle theory. As an effective manager, you should acknowledge the skill differences among subordinates and understand that what worked for you may not apply to others.

With this study, one question arises; why would one assume that there are no workers or employees who can perform better in higher positions?

III. PROPOSED SOLUTION & CHANGES

In this section, we will discuss what can be done to improve the work and attitude of inadequate supervisors. I believe in second chances and that no one should be replaced without warnings and the opportunity to undergo performance improvement plans.

It all begins with empathy and understanding that becoming a manager or supervisor is scary and challenging. As a former employee, transitioning to managing a team was daunting. Hence, we must acknowledge the weaknesses and challenges that come with being a supervisor.

Through proper training, professional coaching, and mentorship, supervisors can improve their leadership skills, communication, and relationship-building abilities while empowering their subordinates to achieve success. With these measures, we can help develop competent leaders who create a positive and productive work environment.

During an interview with Forbes contributor Christina Bielaszka-DuVernay, Linda Hill discussed the essential role that subordinates play in a manager's success. She emphasized that the common misconception that management solely offers formal authority is incorrect, as true management involves the ability to overcome long-term and broad difficulties, intercede to effect change, and continue learning. As an employee, it can be challenging to deal with incompetent managers. However, it is an opportunity to rise above and lead the team by focusing on your job and guiding your coworkers, even in the absence of competent management. It is important to document your work to protect your integrity, as incompetent bosses often take credit and place blame unfairly. Effectively dealing with incompetent bosses requires working within your team in a professional setting to best address the issue, avoiding further conflict that could lead to termination. In some cases, resigning or requesting a transfer may be necessary. It is essential to provide honest feedback during your exit interview to ensure the situation is better handled in the future. Numerous resources provide in-depth information on how to deal with incompetent bosses, including publications from NBER, Harvard Business Review, SAHM Job Center, and Thriving Small Business.