Major workplace betrayals such as organisations grossly mismanaging redundancies and top leaders committing crimes and transgressions can make headlines as we’ve seen a surge in the media over the last few years.
Major betrayals are not the only source of trouble though. What about the minor betrayals that I’m sure you’ve all seen in the workplace such as gossiping, finger- pointing, or taking credit for others’ work, these are more insidious than major betrayals and erode trust over time. Did you know that research has taken place over the years and 90% of workers feel they see or are affected by minor betrayals every day?!
“Managing Up” is a great catch phrase isn’t it? It’s also a practice that can get you in deep trouble rather quickly if misunderstood or misapplied!
Lets face it, most of us have had to deal with a difficult boss at some point in our career haven’t we? Being able to manage them effectively is a feat in itself, but when it is done successfully it can really enhance your working relationship, encourage team work, improve performance and ultimately increase job satisfaction.
Whilst I have nothing against the concept of “managing-up”, I do have a problem with the reality that some people trying to manage upwards miss the point altogether! When the practice of “managing-up” gets confused with promotion of self-interest, manipulation or other mind games, a good theory rapidly becomes twisted resulting in a false and dangerous reality.
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