Just as a driver is responsible for the passenger’s safety and timely arrival, a leader is responsible for developing their employees and ensuring that the team succeeds. But just as there are good and bad drivers, there also are good and bad leaders. This includes leaders who do not communicate a clear vision for the future, fail to see the importance of employee development and diversity, practice micromanaging, and opt to force compliance rather than motivating their subordinates. 

Here are four tactics employees often use to cope with bad leaders. 

#1| Sit quietly 

This strategy is akin to letting someone fall on their own sword. It’s when we quietly stand aside and allow a bad leader walk into political and personality landmines or make decisions we know will fail. Though we sometimes choose this strategy, we tend to forget that our success is tied to theirs. 

To be sure, it may feel temporarily gratifying (and in some cases funny) to see a bad leader make mistakes and look bad. Ultimately, though, it is the organization—and our own careers—that suffer. Not only is the organization off track towards reaching its mission, but we must now work twice as hard to get the organization moving in the right direction. Furthermore, if someone sits quietly too long, they may forget how to speak altogether. 

For example, if you need to arrive at a specific location within 30 minutes, would it be smart for a passenger to knowingly allow the driver travel for an hour in the wrong direction? 

#2| Become a distraction 

When we complain about a bad leader and intentionally take actions designed to make them fail, such as political maneuvering and passive-aggressive behavior, we become a distraction to the entire work team. 

The problem with this strategy is that it decreases the probability of the team achieving its goals and increases the likelihood of both parties (leader and distractor) being negatively affected. Most importantly, in an effort to make the leader look bad, we may disregard our own values and engage in behaviors not becoming of a good leader, including negative gossip, lying, and manipulation. 

Think about it this way: Would it be smart to distract the driver in a car? This could result in not only arriving late, but getting into an accident—or even death. 

#3| Act as a co-pilot 

When we act as a co-pilot, we actively search for ways to help our leaders make the best decisions. This strategy is not easy, and requires us to set aside pride and do whatever it takes to help the bad leader grow into a better leader—for the greater good of the organization. 

We must understand that our way is not the only way, and be willing to do what it takes to ensure that the organization meets its goals. To do this, we must ask the leader: “How can I help you be more successful and effective in achieving our goal?” Then, we must actively listen to the answer. 

Contrary to the first two methods discussed, being a good co-pilot actually increases the likelihood that the organization will achieve success. Better yet, it requires us to develop our own leadership behaviors, including creativity, negotiating, managing up, and managing expectations. 

#4| Abandon the situation 

Once we believe that we have done our best to foster a more positive work environment built on mutual trust and respect, it might be time to consider leaving the situation if positive changes have not occurred. Although resilience is one of the most valuable assets of a leader, remaining in a negative environment for too long can cause even the brightest star to dim. 

You will know it is time to cut your losses and move elsewhere when the quality of your work begins to suffer, you are no longer motivated to work, and you begin to display the same negative behaviors as your bad boss. 

Moving forward 

While common, not all of these options are helpful—and several have serious pitfalls. My question to you is: “There is only one driver, what type of a passenger are you?” 

When making your decision, keep in mind that others are watching, including the employee down the hall who may see you as a mentor and the executive who sees you as a potential leader. Choose carefully, with the goal of being more deliberate in your interactions with your bad leader.  

Remember: People will judge you by your actions, so be sure your behaviors are intentional. 

If you are interested in learning what the fifth tactic is, please reach out to Alex Tremble via Linkedin.com.