“The Boss is Always Right” is the most dangerous unwritten rule that we follow in the workplace. Pretending that bosses are always right, even when they are not undermines the organizational mission, work goals and healthy relationships. It breeds a culture of deceit.
Of course, the boss is not always right. People in positions of authority are not infallible. Leaders make mistakes at the same rate as all other humans. We know this is true, but there are cultural rules that prohibit us from pointing out when bosses make mistakes or even challenging decisions that don’t make sense from our perspective.
People are required to comply with the “boss is always right” rule because to behave otherwise can bring on the wrath of the boss and could even end a career. Because the personal stakes are so high, we pretend that bosses are always right. Then we are expected to clean up their messes without complaining, and we wind up talking about their mistakes behind their backs.
Think about the feedback imbalance. While it is management’s job to evaluate employee decisions, work products and performance, it is seldom OK for an employee to make any kind of judgement of management decisions or actions. Employees are expected to do what they are told, without question and without criticism. Any feedback perceived to be negative toward management is considered insubordination. This does not serve the work or the organization. It only serves the ego of leaders.
Imagine if this were not true. Imagine a workplace where the goal of our collective efforts is to do the best work possible, without having to be careful with people in positional power. Imagine if everyone could provide honest feedback on everyone’s decisions, work products and performance. Honesty would be the standard and quality would be the result.
I want to work at a place that openly looks at plans, decisions and directions from a variety of perspectives, fully vets concerns, and has a collective goal of doing our very best work. I want to work where employees are not required to manage the boss’s ego. How about you?
If you are a leader, welcome challenges, welcome feedback, and require the people with less positional power to tell you when they think you are about to make a mistake. The quality of the work will improve. Productivity will improve. Engagement will go through the roof!