Take initiative if you
are not cutting it

The signs can be subtle. Maybe you find yourself overlooked for assignments that used to come your way. Perhaps your projects now receive insufficient funds. Or it could be that others are asked to "assist" you on matters that don’t really require help. Possibly, it isn’t even anything this tangible, just an awkwardness between you and your boss. You know something is wrong, but you can’t quite put your finger on the problem.

    Or maybe your boss has been painfully explicit: You are not cutting it.

    Whatever the signals, they are distressing. Nothing makes work more uncomfortable and less satisfying than bad relations with your boss. The situation has to be addressed. Failure to do so always brings bad results worsened work conditions, fewer personal rewards, more stress and possible job loss.

    Don't wait for the boss to take the initiative. Probably, he or she isn’t nearly as uncomfortable as you. Worse, the boss might take the lead, acting punitively rather than correctively. Best to see it as your problem and get it fixed.

    Think before you speak. Remind yourself of one all-important truth: The final word in all but the most extreme situations belongs to the boss. Generally, the priorities and work-style of a boss don’t change just because they cause discomfort to a subordinate. Sometimes they will, but you would be wise not to bank upon that turn of events. The odds are far too slim.

    Within that framework, do a little self-analysis. Considering the priorities and style of your boss, where are you weak? How do you miss the mark? If you can answer these questions, you are off to a good start.

    Next, identify what it would take to make the necessary corrections. Are you willing to make that investment? If so, you have a solid foundation for a fruitful discussion with your boss. Explain that you would like to improve the contribution you are making to the organization by making a few modifications. Lay out your plan and listen carefully. The boss might waffle here and there and gloss over this and that, but, in the end, if you hear agreement with your analysis, the ball is in your court. So get going.

    As a safeguard, be sure to make an arrangement to monitor progress. Suggest a routine monthly check to see how things are going and if improvement has been noted. Adjust the plan as you continue your on-going dialogue with your boss, one that will probably grow in openness and value.

    But what if you haven't the foggiest notion of what the problem is? What then? Speak directly with your boss, expressing an interest in improving your performance. Emphasize your sincerity and willingness to make the necessary effort, but ask for help in identifying useful steps. Be prepared to hear criticism and don’t react defensively. You asked for this kind of help.

    Having taken these kinds of information-gathering steps, you are better prepared to make your own decisions, including whether to stay or go. Sometimes, the latter course is the right one. If you know that you can’t meet the expectations of the boss, even with your best effort, or if you deeply dislike the directions put before you, you might be better off somewhere else. If you leave, go gracefully. It might feel good to vent, spewing venom as you go, but, as they say, it’s a small world.

    Neil Murray is director of career services at UCSD