Recently I wrote a piece about how to undermine your subordinates. It ended with a facetious comment about my forthcoming article on undermining your boss, which I had no plans ever to write. But I've had so many requests from readers (some of them obviously desperate) that I was compelled to write what you're about to read.
But I've learned my lesson, so here's a facetiousness warning: almost none of the following is serious.
The First Principle of Undermining Your Boss is: Don't Get Caught At It. No, wait, that's the Second Principle. The First principle is: Do Not Ever Do It. Ever. It should be obvious why not, but here's the reason: Your Boss Can Get or Already Has Much More Powerful Tools for Revenge Than You Do.
OK. Now we have that out of the way. Here's how to do it.
- There's only one reason to undermine your boss
- Some people hope they can get their bosses transferred or terminated, or even take over their boss's job. These outcomes are extremely unlikely, because every incompetent boss who somehow stays employed has a supervisor who wants it that way — or who is just as incompetent.
- Fixing things is a fantasy. The only reason to even try to undermine your boss is Ecstatic Enjoyment. Oh, and maybe sometimes Revenge.
- At the right time, do nothing
- When you notice something happening that you could help with, don't. Pretend you didn't notice it. Go to lunch. Whistle a merry tune.
- Of course, if your boss asks you to assist, that's completely different. But since your goal is undermining your boss, requests for assistance always present delicious possibilities.
- Get help from Human Resources
- When it comes to undermining your boss, HumanNothing juicy in Human Resources
is ever really confidential
for very long Resources can work magic. But they need a reason. Ask for a confidential counseling session. Confidentiality might seem to be counterproductive here, but remember: nothing juicy in Human Resources is ever really confidential for very long.
- In the session, ask in a solemn tone, "If someone knows of something unethical going on, are they obligated to report it?" Ignore the answer. It's asking the question that counts. If that doesn't get HR going, then ask, "If someone wants to report something unethical, how can I do that anonymously?"
- Be publicly supportive in useless ways
- In public, always support your boss. Since undermining is your actual goal, you don't want to be on the list of suspects when they try to figure out who could have said or done whatever was said or done.
- But don't go overboard. Don't actually do anything that would help. If your co-workers all hate you, then your public stance is working. You're safe. From your boss, that is — from your co-workers, maybe not.
Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info
Your comments are welcomeWould you like to see your comments posted here? rbrengfMoSDuBZNyYXSEmner@ChachWzJgWdjqFHHdbmkoCanyon.comSend me your comments by email, or by Web form.
About Point Lookout
Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.
Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.
Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.
More articles on Workplace Politics:
- The Attributes of Political Opportunity: The Basics
- Opportunities come along even in tough times. But in tough times, it's especially important to distinguish
between true opportunities and high-risk adventures. Here are some of the attributes of desirable political
- Unwanted Hugs from Strangers
- Some of us have roles at work that expose us to unwanted hugs from people we don't know. After a while,
this experience can be far worse than merely annoying. How can we deal with unwanted hugs from strangers?
- Group Problem-Solving Tangles
- When teams solve problems together, discussions of proposed solutions usually focus on combinations
of what the solution will do, how much it will cost, how long it will take, and much more. Disentangling
these threads can make discussions much more effective.
- Workplace Politics and Integrity
- Some see workplace politics and integrity as inherently opposed. One can participate in politics, or
one can have integrity — not both. This belief is a dangerous delusion.
- Columbo Tactics: I
- When the less powerful must deal with the more powerful, or the much more powerful, the less powerful
can gain important advantages by adapting the strategy and tactics of the TV detective Lt. Columbo.
Here's Part I of a collection of his tactics.
Forthcoming issues of Point Lookout
- Coming April 24: Big, Complicated Problems
- Big, complicated problems can be difficult to solve. Even contemplating them can be daunting. But we can survive them if we get advice we can trust, know our resources, recall solutions to past problems, find workarounds, or as a last resort, escape. Available here and by RSS on April 24.
- And on May 1: Full Disclosure
- The term "full disclosure" is now a fairly common phrase, especially in news interviews and in film and fiction thrillers involving government employees or attorneys. It also has relevance in the knowledge workplace, and nuances associated with it can affect your credibility. Available here and by RSS on May 1.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrencxHrwSMYumeMHFCcner@ChacWNZkyahbjMsHyUCgoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
Get the ebook!
Past issues of Point Lookout are available in six ebooks:
- Get 2001-2 in Geese Don't Land on Twigs (PDF, USD 11.95)
- Get 2003-4 in Why Dogs Wag (PDF, USD 11.95)
- Get 2005-6 in Loopy Things We Do (PDF, USD 11.95)
- Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, USD 11.95)
- Get 2009-10 in The Questions Not Asked (PDF, USD 11.95)
- Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, USD 28.99)
Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500 words in your inbox in one hour. License any article from this Web site. More info
- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.
Beware any resource that speaks of "winning" at workplace politics or "defeating" it. You can benefit or not, but there is no score-keeping, and it isn't a game.