Q: I
recently overheard some of my employees making jokes about me, and
I don't think this was an isolated incident. It's not like
I can fire my entire staff for mocking me. I know business
isn't a popularity contest and I'm the "boss,"
but I can't stop thinking about this incident. I want my
employees to like and respect me. Should I forget about this and go
on, business as usual, or should I talk to them about it?
A: A
little touchy are we? Well, we wouldn't suggest you forget
about it, but certainly don't make a federal case of it,
either. You don't want to turn what may be some harmless fun
into a witch-hunt. All of us in positions of responsibility are the
subject of jokes and idle gossip from time to time. To put you a
little at ease: Consider the person you believe to be the most
influential person in the country, then imagine if that person has
ever been the butt of jokes. If you're thinking of the same
person we are, the answer is yes, he has been on the receiving end.
And it's not just the current resident of the White House, but
every president who ever served the United States. Most of the time
it's merely been good fun to get a laugh--take someone's
weaknesses and exaggerate them.
We'd bet the same thing is happening at your company.
You're the "boss," as you said, and therefore the
most likely target. In our experience, jokes made at the expense of
equal or subordinate employees tend to be malicious or
mean-spirited, while jokes aimed at the boss tend to be the
employees' way of blowing off a little steam.
Content Continues Below
However, as economists are famous for saying, you could have a
problem that requires your tactful intervention. You didn't
mention the nature of the jokes you overheard. If they were merely
water-cooler jokes aimed at you, forget it--you're being too
sensitive. But if they really were not jokes, but serious attacks
on your character or management abilities, action is warranted.
The first action is always self-examination. Were the things
said about you true at any level? If so, it's your duty to
correct your own behavior or decisions that adversely affect the
workgroup. As a manager, you have many perks and privileges; two
rights you don't have are to bring personal problems to work or
show favoritism, at least not if you want a loyal, productive
staff.
If you've ruled out harmless joking but are unable to make a
connection between the comments and your behavior, you should talk
to your employees. Not all of them, and not in a group, and not
those making the jokes. Hopefully you have some employees who avoid
comedy central and can be trusted to give you candid, honest and
private feedback. Our suggestion would be to meet with them and
tell them you're concerned that you may have said or done
something to antagonize others. Ask whether there's anything
they've noticed about you, not your employees, which could
cause disruption in the workplace. If you've chosen well, they
will give it to you straight and you can make corrections.
Rod Walsh and Dan Carrison are the founding partners of
Semper Fi Consulting in Sherman Oaks, California and the authors
of Semper Fi: Business Leadership the Marine Corps
Way.
The opinions expressed in this column are those
of the author, not of Entrepreneur.com. All answers are intended to
be general in nature, without regard to specific geographical areas
or circumstances, and should only be relied upon after consulting
an appropriate expert, such as an attorney or
accountant.