LinkedIn and the Art of Avoiding an Asshole Boss

Since blogging about Bob Sutton’s notorious book, The No Asshole Rule, I have received a constant flow of emails from readers sharing their own tales of lecherous bosses and indignities suffered.

Mean-spirited morons are still running much of the workplace, and it’s time to take a stand. Most nastiness is directed by superiors to subordinates; so before taking a job, do your homework and screen them out in advance. (After all, avoidance is the easier than curing.)

To do this, I propose that you check your prospective boss’s references just like she’s checking out yours. I’m not suggesting that you ask your prospective boss for a list of references (you can try, but it may mean you don’t get the job).

Instead, do a LinkedIn reference check. First, look her up to determine if you have any common connections. If so, find out more from people you trust. Second, use the LinkedIn reference check tool to find people who overlapped with her in the past.

The beauty of this tool is that she doesn’t even have to be a member of LinkedIn. You simply specify the company and years of employment for her, and LinkedIn will show you people in your network who worked at that company during the same time.

Once you’ve located folks to serve as a reference check, you need to know what to ask. This is where Badass Bob Sutton comes in. He prepared this list of questions for you.

1. Kisses-up and kicks-down: “How does the prospective boss respond to feedback from people higher in rank and lower in rank?” “Can you provide examples from experience?” One characteristic of certified assholes is that they tend to demean those who are less powerful while brown-nosing their superiors.

2. Can’t take it: “Does the prospective boss accept criticism or blame when the going gets tough?” Be wary of people who constantly dish out criticism but can’t take a healthy dose themselves.

3. Short fuse: “In what situations have you seen the prospective boss lose his temper?” Sometimes anger is justified or even effective when used sparingly, but someone who “shoots-the-messenger” too often can breed a climate of fear in the workplace. Are co-workers scared of getting in an elevator with this person?

4. Bad credit: “Which style best describes the prospective boss: gives out gratuitous credit, assigns credit where credit is due, or believes everyone should be their own champion?” This question opens the door to discuss whether or not someone tends to take a lot of credit while not recognizing the work of his or her team.

5. Canker sore: “What do past collaborators say about working with the prospective boss?” Assholes usually have a history of infecting teams with nasty and dysfunctional conflict. The world seems willing to tolerate talented assholes, but that doesn’t mean you have to.

6. Flamer: What kind of email sender is the prospective boss? Most assholes cannot contain themselves when it comes to email: flaming people, carbon-copying the world, blind carbon copying to cover his own buttocks. Email etiquette is a window into one’s soul.

7. Downer: “What types of people find it difficult to work with the prospective boss? What type of people seem to work very well with the prospective boss?” Pay attention to responses that suggest “strong-willed” or “self-motivated” people tend to work best with the prospective boss because assholes tend to leave people around them feeling de-energized and deflated.

8. Card shark: “Does the prospective boss share information for everyone’s benefit?” A tendency to hold cards close to one’s chest—i.e., a reluctance to share information—is a sign that this person treats co-workers as competitors who must be defeated so he or she can get ahead.

9. Army of one: “Would people pick the prospective boss for their team?” Sometimes there is upside to having an asshole on your team, but that won’t matter if the coworkers refuse to work with that person. Use this question to help determine if the benefit of having the prospective boss on your team outweighs any asshole behaviors.

10. Open architecture: “How would the prospective boss respond if a copy of The No Asshole Rule appeared on her desk?” Be careful if the answer is, “Duck!”

---

Comments

[Stuck]

I like the article and I will certainly go look for the book.

Now this is great information but what if your interview involved overseas bosses who interviewed you and you did a check on the bosses, they turned out OK. But these guys went and hired a local a**hole boss that we should report to? We turned up on the first day and the a**hole boss is there. Now, what can one do about it?

[Tiffany Felicienne]

When I started reading this I thought you would provide tips for avoiding the A**hole Boss in the workplace. Sure, it would be ideal screen them out from the beginning but realistically, many people are willing to compromise to work at an organization they are excited about regardless of the manager... or you may inherit a manager once in the workplace... or you just may not be able to see the warning signs until it's too late.

So, I'd like to suggest some tips for avoiding the A**hole Boss you are stuck with:

1) Listen to iPod incessantly on volume 9

2) Encourage your co-workers to dramatize their work and personal challenges so they need to discuss their issues often with the Boss

3) Refer all questions to the Boss (and any other busy work you can hand them - particularly work that may appear as adding to their higher status

4) Sign up the Boss on lots of mailing lists/ spam websites

5) Run errands for the Boss when errands take you out of the office for lengthy periods

6) If you miss a deadline it's because you have a really painful period (male Boss) or you are seeing a therapist about overbearing mother surrogates (female Boss)

7) Cough, sweat and complain about Flu virus when the Boss gets within 5 feet

8) Comment frequently that you are so successful and productive because your wonderful Boss gives you plenty of space to work independently

9) Tell your Boss you are starting to have a crush on them and you think it must be mutual because they come to speak to you personally so often.

Compare notes with your co-workers about the Boss. Don't share any of your tips with them. They may think you are the most talented member of the team since you get the least flack from the Boss.

[Pip]

This line of questioning of a potential employer is not unethical or illegal -- it's brilliant and will save you and the company money, time, and heartache in the future, not to mention your family and friends the pain of dealing with a stressed-out, miserable version of you during the few hours each day you get to spend with them. You owe nothing to a future potential employer in the discovery phase of the hiring process -- you should be personally responsible for practicing the same necessary due diligence that they have with you. And, with the impending talent crunch, especially at the mid-management level, you have a choice in who you work for...you don't have to jump out of one frying pan into another anymore. Employers already know and feel this...they know that people don't leave companies, they leave managers...and they're probably spending more time (and money) trying to entice suitable talent to apply for jobs (or on turnover from uncultivated talent leaving) than they are on interviewing them and checking out their references. So, the ball is in your court.

On the employer side, no company wants an a$$hole under its roof...the problem is that upper management is usually oblivious to them because the a$$hole ranges from being a fantastic manipulator to a borderline/bipolar/multiple personality...or upper management has fostered this kind of culture as acceptable because an a$$hole is lurking at the top. A$$holes prevent companies from attracting, keeping and developing the necessary talent for competing in a global economy...from delivering on corporate strategy and innovations that keep the bottom line up and Wall Street or their board of investors happy...from being a market leader with a culture that attracts white glove accounts, media and analyst interest, and landmark investment opportunities. The only thing a$$holes do attract are lawsuits from former subordinates who failed at working to their optimal performance level due to their harassing, threatening work environment.

If you're too busy focusing on working around your boss to get your job done and you often wonder if your skills are underdeveloped or are going to waste because you're too busy playing nice to keep the peace with a borderline personality breathing down your back, then it's time to move on. If you're working for someone who is constantly demanding more and more of you, editing your work at a micro-management level, has a militant sense of playing by the rules and expects the same of you, you're working for a hard-a$$, not an a$$hole, and someday, you might appreciate working for someone who had rockstar expectations of you. If you're working for none of the above or are your own boss, then you're a rare bird and should document your achievements and shop it around for a book deal.

I've worked for all of the above, and the two a$$hole bosses I did have crippled me long after I quit working for them...it took me a while to get my moxy back because I learned to doubt myself under their rule, and unfortunately, I took that into new opportunities I encountered. However, I believe that personal success is the best revenge, and there's no greater insult that you can inflict on an a$$hole than what they will ultimately with time bring upon themselves...the sad part is that you'll be too busy achieving to witness their demise. For example, I missed seeing one of my former a$$hole bosses thrown out, as in her personal belongings were physically tossed out the door...and I realized (with an ear-to-ear grin) that I couldn't have written her firing better myself.

[Mike]

Truly a cream puff subject. For his next feat, maybe the author can write about hating taxes.

Favorite response though was this blogger's, "My test is much simpler. I ask the prospective boss whether he or she prefers Dostoevsky or Tolstoy." Yeah, that's way simpler!

I prefer Yankees or Red Sox? That's a better barometer of how I'll get along with my boss.

[Anonymous]

Checking up with former subordinates of a new manager is just good homework. Even if it just gives you insight into what makes the person tick, how to do well with the new boss,etc. Finally, *most* of the time you're going to find that people are reluctant to say *anything*, but that if they do, it's usually that the person was a human being. not evil, not a saint, made some mistakes and worked hard.

In otherwords, the reference check usually only yields the *real* arses, not the run of the mill arses that are sadly prevalent in corporate life.

[E.C. Hopkins]

My test is much simpler. I ask the prospective boss whether he or she prefers Dostoevsky or Tolstoy. If the response is "I don't like German food that much," then that's a really bad sign. If the response is "Who are they," that too is a bad sign. If the response is "Dostoevsky," then I might ask a few questions in order to determine the source of his or her error.

On a less serious note: I have a question related to Bob Sutton's 4. Bad Credit and 8. Card Shark; Henry Halff's "teach folks how to find great bosses;" AMJ's second recommended final phase question, "How many people have you promoted;" and Rahul Roy-Cowdhury's "a cultural problem at the company."

First, a lengthy preamble. Failing to acknowledge others' contributions is one thing; however, occasionally speaking highly of a subordinate's talents and skills to higher-ranking decision makers is another. I'd like to believe great bosses are so talented (and enlightened) that they never really feel threatened by more talented subordinates. I'd like to believe a great boss would care enough about the company that he or she would speak highly of a superstar subordinate to higher-ranking decision makers, even if there were a small risk that by doing this the subordinate would leapfrog the boss. I'd like to believe the best entrepreneurs and company leaders would know how to find, hire, and keep great bosses who would speak highly to them of superstar subordinates, in spite of leapfrogging risks. (The only reason why I don't already believe all the above is I just haven't observed this stuff happening at a great company yet).

Anyone have more questions a prospective employee might ask in order to better determine whether a prospective boss would be likely to speak highly of a superstar subordinate to the right company leaders at the right times, opening up valuable, merit-based leapfrogging opportunities for the subordinate (and the company)?

I'm thinking questions like the following might work, but they seem too bold or slightly negative at first glance.

1. How many of your former subordinates are still with the company?
2. Do you work for or have you ever worked for one of your former subordinates?

[Joe]

Check out www.thebossawards.com. Priceless!

[Joe Neitham]

Very good advice. Nothing worst than working for an a***hole boss who does not have even 5% contact with his ex-colleagues. I've experienced it personally and I truly does not wish to be in touch with you for whatever reason because he was a royal pain in the back.

[Calvin]

This is a really good idea! Another new application for LInkedIn... hmmm... maybe we can do that with Friendster and do backgrounders on prospectives dates and spouses! :D

[Iren]

I don't see why should one shy away from doing a background check on their future boss. Afterall people are advised to learn as much as possible about the company before applying for a job. And Who you work with day in and day out can definitely put its mark on your performance.

Job shortage? For heaven's sake! Your job takes up at least 8 hours from your 24. That's at least 1/3 of your daily life. Gotta bring home the bacon, and gotta have a roof over your head? Well, how about Quality of Life? I say, Dare doing that background check! Dare ask those questions. And weigh the odds carefully.

[Rahul Roy-Chowdhury]

Hmmm.. I'm not sure I agree with this approach Guy. First, you're going to run into many cases of sour grapes (yes, you're calling into your network, but still...). Second, it's not clear to me whether the boss's weaknesses are the biggest issue. If a guy is as much of an a**hole as they say and still manages to rise up the ranks, there is a more systemic problem at the company that *his* management have chosen to ignore or reward this behavior. It's not an individual problem - is a cultural problem at the company. Everyone should absolutely do their due diligence - I just think keeping the focus so negative will not help achieve their goals.

[Unknown Tech Guy]

This is great advice. Unfortunately, sometimes we still end up with an arse. If you need to get some steam off head over to boss bitching.com.

[Kathie Thomas]

This could also be useful for checking out clients, especially if you have that gut feeling that not all might be right...

[Tom]

One of the most useful blog posts I've read. Even if you don't find out that your new boss (or peer) is an A*******E, you will certainly learn some useful information for either decision making or starting the new job.

Good stuff.

[Jackie]

There's a little manifesto called Dear Bosses, that some could most certainly use to stop being assholes and make everyone's life and work better. It's relevant to this conversation for sure. Check the link.

[hla]

I think it would be better if you stated: "...she/he is searching out your [references]." Besides, aren't bossses, more often than not, male than female anyway?

Thank you.

HLA

[jelly]

Jim, you make a good point in your comment. The job market is competitive enough. If the job is the right fit are you going to step off because your boss is a potential asshole? Guess what, there are 10 other people behind you willing to take it. I'm not so sure there is an ideal boss situation out there. If so, I've never come across it. We all have to learn to work with different and difficult personalites - at least until we can reach self employment or the retirement train rolls in.

[Tathagata]

How about asshole "interviewers" who are up in the food chain think and judge candidates as assholes and tream em like they ain't worth nothing.

[AMJ]

Nice post. I have a tip for readers. During the last phase of the interview process, I ask these questions of my potential boss. I find that their answers can be helpful in order to screen out the assholes.

1. How many people have you managed during your career?
2. How many people have you promoted?
3. How many people have you fired?
4. How many people have quit?
5. How many of your former direct reports do you stay in touch with?

I find the answer to question 5 most telling. FYI - I still stay in touch with 95% of my former bosses. And the ones I don't stay in touch with are the assholes. ;-)

[Sunandwavs]

Interesting rants. I sometimes wonder if A**E status should be more democratic??? For example, perhaps a boss is demanding? Perhaps even a perfectionist? Perhaps they are asking you to do something one way while you feel it should be done in another way? Perhaps they are under pressure or changing priorities from their superiors.

Should all cases granted A**E status purely on the basis of a few people? I think not. How to proceed then? My vote is for an EBay like voting system. Instead of Buyer and Seller, perhaps the voting system can be oriented towards Reportee (sic) and Reportor (sic). Similar to EBay, a few skewed votes will not change the big score dramatically. Even more like EBay, each party is allowed to post one line rebuttals.

Imagine now this score was available in LinkedIn. Imagine this score taking on the HR equivalence of FICO !!

Just foo for tots

[Guy's Friend]

Guy: This is priceless! I will go out and buy this book right away... I am dealing with a A**hole client Boss right now - who is a sheer definition of A************HOLE... The sad thing is that he is the President of a Fortune 50 company, he is a loser and still he is aroun... AMAZING HUH?

[etali]

Great tips. I've been lucky in that I've only ever had one terrible boss - in my case he came to the company after me, and was so universally hated he ended up getting demoted. Now *that* is a happy memory.

I'm new to LinkedIn, but I've enjoyed reading about my colleagues and friends on there, and it does seem to reflect people accurately - a lot of the people I've went to give recommendations to have already got several positive references from others.

[worth]

I just received my first LinkedIn request from someone reaching out to me this morning - made me feel good that I could reject this unknown requester's invitation out of hand and crush his probably first baby steps towards reaching out across this cruel,expansive world to expand his fledgling personal network of strangers - nah, just kidding. I accepted his invite. And it was from someone at a company I only contracted at for a month or two. As an aside, Guy had a wish list of things to make blogs more friendly a while back, and one of them was the modification of the verification feature for posting comments where you type in the combination of letters/numbers; modification would be to make it accept a "close enough" combination as validation of your carbon-based life form status. I suffer through this every day, feeling like an archaeologist who's just uncovered and is desperately attempting to decipher some barely legible trace of script that I can't quite make out through all of the dirt and erosion what the symbols are trying to tell me. Luckily I usually get it right after several attempts (I suppose a better monitor would help with the contrast and brightness, as I don't have as much of a problem on my home office monitor).

[Jim Broiles]

I've had difficult relationships with the boss, my piers and with subordinates. The first place to look is myself. Is there a conflict with the core values of the company or am I just feeling neglected somehow? Is it an ethics issue? Is it a conflict with my personal values?

I don't think you can realistically pick your boss unless you yourself are the boss. Even if you are your own boss you still have responsibility to your customers, your investors, your employees.

The suggestion to do a reference check on your boss is rediculous and could be illegal depending on how you ask the questions. You can be certain that word will get back to your prospective boss. As a boss myself I would not hire someone who did a background check on me. It shows right off the bat they they are high maintenance and self serving.

[Employees are Assholes]

How about asshole employees???!!!!