08 Sep The unjust manager: don’t get it twisted

Last week, I introduced the topic ‘The unjust manager: refuse to be confused – this week, I take the issue further in this post with the supplement – don’t get it twisted.

As a quick recap, the unjust manager is a manager who makes a deliberate choice to depart from the principles of fairness. They will actively defend their actions, no matter how erroneous they are. 

The conduct of these managers are deeply perplexing and hurtful; many people end up going down rabbit holes in their thinking, trying to understand or decipher their actions. Please stop! The rationale for being unjust may vary amongst wrong and strong managers, but, the bottom line is they choose to be unfair. 

The challenge for the person on the receiving end of their actions is to refuse to allow the choices of the unjust manager to influence their thinking negatively. These five points that may help regarding the characteristics and activities of these managers may help.

1. Unfairness, injustice and, even discrimination are hallmarks of unjust management. It can be challenging to accept their behaviour, but, as Maya Angelou said: “When people show you who they are the first time, believe them.” 
2. The words and behaviour of the unjust manager contradict each other. On the face of it, they sound reasonable and fair, but their real intent comes through in their actions. Steve Maroboli put it this way, “You had me with your words, you lost me with your actions.”
3. They believe their department, service, directorate etc. are their territory (literally) to do with what they will.  In the process overlooking or ignoring the fact that as an employee they are subject to processes, they choose to breach.
4. Attempts to engage them with empathy or reasonableness will most likely be futile.
5. They are accountable for their actions even if it ‘looks’ like they are getting away with it. However, it is possible to hold them to account as I described in my previous post.

Today you can decide to refuse to allow their actions to define your thinking and ultimately your actions. When you do, you won’t get it twisted.

© Dawn H Jones is an HR Specialist.

Initially published on 3 December 2018 as ‘The wrong and strong manager: don’t get it twisted; revised 8 September 2020.

Please note that this post does not constitute specific HR or employment law advice if you require help please contact an appropriately qualified professional or email info@hopeplace.co.uk