706: Tessa West | How to Deal with Jerks at Work

Micromanagement

Micromanagers often stem from a place of insecurity or isolation, which can lead to inefficiencies and low morale in the workplace. Tessa West suggests understanding the root causes of micromanagement to effectively address it. She advises having short, structured meetings and providing updates through timestamped documents to reduce unnecessary oversight 1. Jordan Harbinger highlights how micromanagement can lead to a cycle of mediocrity, where talented employees leave and only less effective ones remain 2.

Micromanagement shows dedication in the mind of the micromanager. They're thinking like, "Look, how hard my team is working? I rearrange the entire store today." And it's like, yeah, but you didn't make any fricking sales.

--- Jordan Harbinger

Understanding these dynamics can help in managing micromanagers and improving the work environment.

   

Documentation

Documenting workplace issues is crucial for protecting oneself and ensuring management takes appropriate action. Jordan Harbinger advises using personal accounts for documentation to avoid complications with shared work drives. He emphasizes the importance of version history in tools like Google Docs to provide undeniable evidence of ongoing issues 3. Tessa West suggests building a network of allies outside one's immediate circle to demonstrate the widespread impact of a problematic coworker 4.

The more people you know, who are like, not just your boss, but your boss's colleague, that's worked with your boss for 10. Or, you know, people who are onboarded five years before you, but aren't in your immediate organizational silo or whatever, but one over those are the type of people that you actually want to meet with.

--- Tessa West

This approach can help in presenting a united front to management.

   

Conflict Management

Effective conflict management involves clear communication and strategic patience. Tessa West recommends focusing on the disruptive behaviors rather than personal grievances when reporting issues to a boss. This approach minimizes defensiveness and encourages management to take action 5. She also notes that older generations often lack conflict management skills, viewing them as non-essential "soft skills" 6.

I actually think it's the opposite. I think it's the older people who've been working for a longer time that don't have these strategies because they come from a generation where learning conflict management was a soft skill.

--- Tessa West

By adopting these strategies, employees can maintain a positive work environment and address issues more effectively.