Five Ways To Deal With A Boss Who Doesn't Respond

DESPITE KNOWING the importance of ‘staying connected’ in today’s complex workplace, people tend to let it slip. The problem escalates when the team leader, responsibile for the flow of information, forgets this. There are things you can do when such a situation arises, says Shreya Biswas 

Be Persistent 

If your boss does not reply to your mail, he may well be busy. Give the boss the benefit of doubt, and then follow up with another mail. If it still doesn’t work, walk up to him and tell him how urgently the project needs to be addressed. “It is not easy sell anything, even if it’s a concern. There are plenty of issues to be taken up during the day, so one needs to hardsell this,” says A Sudhakar, executive director, HR, Dabur. 

Reach Out 

One-on-one interactions are the best way to communicate. “If the boss is not accessible over phone, email, chat or any other medium, try talking to him face to face. Select an informal gathering to have a chat; people open up easily in such settings as against in a professional one. You might get the reason of his being incommunicado,” says Manish Sabharwal, CEO, TeamLease. 3 

Figure Out Why Your team leader might just be reacting to something you did by cutting off communication. “It may be your way of working, an informal way of addressing people or a mistake that has not been taken lightly. Ask your team members if he does the same with them. Find out what it is, through an honest and direct conversation. Address the root cause of the problem and it will get solved immediately,” says Sudhakar. 

Put it on Record 

If it still persists, document everyconversation and interaction. E-mail is the best method of professional conversation. “If people point fingers at you for a failure, you can prove otherwise.You tried your best but others or the boss did not cooperate,” explains Sabharwal. 

Skip Levels 

“There is always a boss’ boss. If your leader doesn’t listen to you, doesn’t heed your calls and ignores your concerns, reach out to his boss. Discuss the problem with him but not without proof. Tell him how it impacts your and ultimately the teams’ performance. He will take up the issue with his subordinate,” says Sabharwal. If nothing works, reach out to HR. If the HR department doesn’t take note either, this might not be the organisation for you.

(The Economic Times, Mumbai, 25-11-2011)