5 Ways to Know When Your Boss Is Targeting to Fire You (And What to Do About It)

You can feel it. Something is not right.

Your boss is acting…um, weird! 

They’re not the same as when you first interviewed with them. Or, they seemed like a great leader during the interview process, you built rapport during onboarding, you were doing well but then, all of a sudden, their behaviour towards you changed.

I know how this story goes down, not because I’ve been the leader that has targeted someone. Since operating michelfalcon.com, writing blog posts and producing videos, I’ve had many people ask for advice on how to manage a relationship with their manager.

More often than not, after they describe their leader’s behaviours and actions I sense that they are on the path to getting fired. 

Who knows, it very well could be warranted. 

But, whether it’s warranted or not, there is a certain way to coach, uplift, and lead and then there are the following five ways that will tell you that you’re being targeted. 

Not all hope is lost. You can turn this around if you follow the recommendations outlined in this blog post.

Please note, that I believe the five ways I will outline below are a cowardly way of managing someone. After all, someone’s livelihood and career is being played with if you were to lead this way. 

I’ve invited my friend Rhys Green to contribute the “and what to do about it” part of the blog post that we will call The Response.

rhys green, trailblaze partners, small business consultant
Above: Rhys Green, CEO and Co-Founder of TrailBlaze Partners

Rhys is CEO of Trailblaze Partners, a service operations consulting company based out of Vancouver BC. Before that he spent 10 years with 1-800-Got-Junk? leading teams and working on the operational challenges that come from fast growth.

They Cancel (or Don’t Show Up For) Recurring Meetings

I’ve never met a great leader that didn’t regularly meet with their direct reports. A leadership tactic that I learned during my time at 1-800-GOT-JUNK? was something called Goal Setting & Review (GS&R).

Every week, there would be a recurring scheduled meeting on the leader and team member’s calendar in perpetuity. For example, I remember when I reported into someone named Simon, our GS&R was scheduled for Tuesday at 1:00 pm (this was ten years ago, don’t ever tell me something you want me to forget because my memory is undefeated). As the title of the meeting suggests, during this time together we would review our goals and how we were trending toward them with other dialogue to support the meeting too.

Whether it’s a GS&R or some other regularly scheduled meeting, if your manager is continuously canceling or rescheduling your meeting then something is not right. If your leader responds with, 

“Oh, sorry. I’m so busy.”

Remember that everyone has the same hours in the day and that you make time for things that are important to you. These meetings are for your professional development which is why, if I was your leader, my hair would literally have to be on fire for me to cancel our time together.

I will kick it over to Rhys to share his best practices on how to manage if this is happening to you.

Rhys’ Recommendation

Direct and honest communication wins the war here. The next time you are able to get a one on one meeting with your leader, give them a heads up in advance that you’d like to talk about your professional development and performance. Use an I statement like “I feel like my development and performance aren’t important (replace this with however you actually feel about it) when you change or cancel my one-on-one meetings.” This should open up the opportunity to have a really good conversation about where you stand. 

Their Demeanor Changes

It seems like ages ago when you and your manager interviewed each other, it appeared you shared the same values, you even shared a laugh or two. During your onboarding, they seem very invested in you, your development and, ultimately, your well-being. Yes, that seems like 100 years ago.

RELATED: How to Stop Hiring Toxic Employees (a Lesson For Every Company)

Today, you noticed they rolled their eyes after you suggested a solution to a challenge the company was faced with.

They completely ignored your commentary during the off-site team meeting and moved the conversation in another direction.

They used to respond with “Yes, Emily I have a few minutes” when you would ask him a question. Now, they respond with “What!?”

These verbal cues should have you wondering if you have done something wrong or something that upset your manager.

Rhys’ Recommendation

I’d hit this one with empathy. It may not actually be you that has caused the change, but if it is you definitely want to know. I’m a big fan of the heads up, so give your leader the heads up that you want to have a conversation about how you’re working together. Start the conversation out by highlighting the behaviour change you’ve noticed (use examples) and asking if there is something going on that you’re not seeing. Are they having a hard time at home, is their leader giving them the gears? You’ll pretty quickly figure out what’s going on with this approach and it will serve to build the relationship by trying to understand. 

They Abruptly Start Micro Managing 

I’ve actually heard this before, 

“We needed to expedite their exit, so we caught them doing things wrong quickly.”

Damn! That’s malicious. That’s poor leadership! Those are a lot of things I don’t like.

Remember when you would go home and speak to your spouse or tell your friend that one of the reasons you loved your new job was because your manager didn’t breathe down your neck? You had the freedom to do great work! Sure, you made a mistake here and there but your leader would coach you and you learned from missteps.

RELATED: How to Fire An Employee (With Integrity)

Yeah, those days are over. Now, it seems like everything you do is received with criticism. You even were blamed for something you didn’t do. Your manager recognized the mistake but never apologized.

If these things are happening then it’s likely that your manager is targeting you. 

Rhys’ Recommendation

What a terrible feeling! One minute you feel like you’re crushing and have so much autonomy the next you can’t do anything right. For this one I’d over-communicate. If your boss is asking for an update once a day I’d give them two. While this could be that you are being targeted, it may also be just that your boss is stressed now, where they weren’t before and so their more natural behaviours are showing. Either way, more documentation will help you if you do end up getting terminated. 

They Exclude You From Decisions, Meetings and More

You used to be included in key decisions and meetings that impacted your department and company. You felt a sense of pride that your manager was entrusting you and valued your opinion.

But, all of a sudden, you stopped being included in these meetings. One day, you walked to the office kitchen area to refill your cup of coffee and noticed that a meeting that you’re regularly invited to is being hosted. You check your calendar on your phone to see if you happened to miss something on your calendar but, no, there’s nothing scheduled.

This is something I wouldn’t immediately concern yourself with because these meetings may now have an agenda that is too sensitive to be discussed with you right now. However, I would make note of this.

Rhys’ Recommendation

At your next one-on-one (assuming they’re still happening) just ask the question. Hey Boss, I saw the weekly management meeting happened without me this week, has something changed that I should know about? As with all of these remember there is often not an ulterior motive behind this type of change. Your boss could very easily have been trying to get you some time back in your day and save you from an irrelevant meeting. 

Your Responsibilities Start to Diminish

As the newest member of your company’s sales team, you listened attentively during training and sooner than later you started receiving inbound sales leads to manage. You even closed a few leads and other team members started to congratulate you. The better you did the more leads you were closing. You were doing very well! Sure, there were others doing better but they had been at the company for much longer.

Suddenly, the inbound leads you were getting or the marketing tasks you were ordinarily responsible for weren’t being assigned to you. At first, you ignored it but made note but now it seems like your days aren’t filled with as many responsibilities as they use to.

Something’s not right.

You can feel it in the pit of your stomach…

Rhys’ Recommendation

You’ll notice I generally like the direct communication route. This one is no different. Talk to your leader and let them know how you’re feeling and why you’re feeling that way. If you don’t find their answer to be genuine and reassuring, speak to HR or ask for a skip level. Changing your job significantly without you agreeing to it is a big deal and one you should address as soon as you notice. Follow up on your conversations in writing. 

The best course of action is always open communication, however, you should also be keeping your options open. Make sure you know what the market is for your skillset, who the top employers are and take note of when they’re hiring for someone like you. The impact of all of these behaviours on your mental state can be really damaging and it can be amplified if you feel like you don’t have an option to go somewhere else. There is always an option, it’s on you if you don’t know what it is and how to get it.

Are you interested in improving your company culture, employee engagement, and customer experience? If so, my online course, Team Operating System, may be your solution.

Click this link to book a call with me directly to learn if the course is right for you and your company.

What is the 3P Strategy?

PURPOSE, PROCESS, AND PROFIT.

My 3-P strategy was developed to ensure businesses (including my own) are not just successful for a few weeks, months or years, but that they are successful for DECADES to come.

Watch this short video if you want to learn how your businesses can THRIVE for decades as well.

Want more tips like this?

Check out one of my other quick videos like What is People First Culture for tips on company culture, employee engagement, and customer experience or follow me on LinkedIn for exclusive business insights.

What Employees Want You To Tell Them When They Hit Their Goals

Hey everyone, another People First Monday video this week. I’m sharing some things that I believe you need to communicate with your employees after they’ve achieved their goals.

The first is helping them understand how they accomplished those goals without telling them. You need to help them come to those conclusions on their own so that they can have extreme clarity so that they can do it again and again and again.

Often we only coach our employees after they’ve performed poorly. We need to allocate time to ensure that they understand why they were able to achieve those goals.

The second thing is peer to peer learning. Set up an environment for them so that they can coach their peers and share best practices that they are using to accomplish those goals.

And the third is asking them, “Do you prefer public or private praise?” When I was starting my career as a manger, I was … I had an individual named Antonia reporting in to me. And she accomplished her goals and I stook up in front of the entire company and recognized her efforts. And she didn’t like that because she prefers private praise. So that was a hard lesson for me to understand that some people don’t want public praise, they would prefer the praise to be one on one.

Does It Matter What You Wear To Work?

Welcome to another People-First Monday video!

This week, I’m asking you does it matter what you wear to work?

This conversation was prompted by a discussion that I had with someone who gave me some feedback. He said that it was unprofessional that I wore Nike sneakers as a part of my attire during one of my keynotes.

We had a very respectful conversation but imagine if I had said this, “Sir, I find it disrespectful that you are wearing a suit that is three times too big for you.” Wouldn’t that have sound obnoxious? Essentially, that is what he was telling me by saying I shouldn’t wear Nikes to a keynote.

I am wearing a hat and Nike shirt today, and I have two very important meetings but…

I want the people that I’m meeting today to hire me based on my skill, not based on what I’m wearing.

I’m comfortable today. This is the attire that I like to wear. If I’m comfortable, I’m going to produce better results for the person that I’m engaging with. Isn’t that the most important part?

Let me know in the comments section. Does it matter what you wear to work? I trust that you guys all have your own opinions so let’s get the conversation going. Leave a comment below and let me know what you think!

3 Customer Service Skills Your Employees Need to Create Customer Loyalty

Welcome to this week’s video where I teach you how to use customer experience and employee engagement strategies to grow your business and create customer loyalty.

Today’s video is solely focused on your customer service employees – whether you’re in hospitality, operating a call center, retail, real estate, trades or whatever – your customer service employees are the face of your company. We can all agree to that, right?

With this understanding, we must invest in their education to ensure they are equipped with the knowledge to deliver an experience our customers have never seen before. Let’s consider these statistics:

This gives us even more evidence that we must recruit and train our employees with premium education.

Okay. Let’s get into it…The first skill your customer service employees must have is what I call Service Endurance.

SERVICE ENDURANCE

Service endurance is a term I use that describes how employees can deliver amazing customer service to the 100th customer of the day as they did the first.

We should all have empathy for what our frontline team members go through. Speaking to customers all-day can be exhausting, regardless of how great your team member might be, we should find ways to help them break through even when it’s been a long day.

When I was a call center agent in my early 20’s I would take 100 calls a day and even though I was good, there were times when I didn’t want to take another call. Some ways I would combat exhaustion was by:

  • Having a stress ball at my desk that I would squeeze during tough times because it helps to release a bit of stress.
  • I would post a motivational quote to help me keep going even when I didn’t want to take another call, in fact, I still do this. Here’s a picture of a shelf in my office that has a quote of Kobe Bryan on it.
  • Before a stress ball or motivational quotes are posted near your work area, going for a brief walk outside is the best way to disconnect for a moment. Leaders of companies must acknowledge that the extra break won’t be a cost, it will be an investment because you will have peace of mind that your team members are physically and mentally prepared to deliver amazing service to every customer, every time.

FORESIGHT

The second imperative skill your team members must have is foresight. The reason that this is a vital skill set is because you want to ensure that your employees have the foresight to anticipate customers needs and to assist their peers and colleagues who are inundated with too many tasks.

At Baro, one of my restaurants, one of our core values is foresight. We want our team members to have the awareness to act on customer needs by offering suggestions before they are asked – this helps create an experience customers have never seen before. In my business, an example of this could be a waitress recognizing that the family of four who has a toddler with them will need a high chair. Our guests shouldn’t have to ask for this, we should anticipate this to create an effortless experience for our guests.

When it comes to employees, do your team members have the foresight to recognize that Sally, your office manager, who just received three phone calls at once and has a FedEx employee waiting for a package to be signed needs help? Do your team members have the foresight to recognize that Sally is getting slammed and needs help without her having to ask?

Team members with the foresight skill set not only earn higher customer loyalty by delivering a better experience but they create comradery with their peers. If this comradery is created they are more likely to work together to deliver a seamless customer experience which also increases loyalty.

EMPATHY

The third customer service skill set was first introduced to me when I worked at 1-800-GOT-JUNK?’s corporate office. Their core values are Passion, Integrity, Professionalism and Empathy, or PIPE for short.

Do your current team members show genuine empathy for your customers? If your customer happens to mention that there was a death in their family or they have upcoming surgery, will they acknowledge what has been mentioned and show empathy for the situation?

HOW CUSTOMER EXPERIENCE EARNED WARBY PARKER FREE PR

Often, your customers, share information with you that require empathy that you can use to build a stronger relationship. Take this Warby Parker story as an example.

A customer of Warby Parker in Atlanta shows up to pick up her glasses and after the employee asked her how her day was going she responded with:

“Not well. I had my car stolen yesterday…I’m here to pick up the glasses that I ordered.”

Side note: these glasses I’m wearing are from Warby Parker – I love them and their company – they are actually the company I’m learning from the most from right now.

The Warby Parker employee could have simply said:

“Oh, I’m sorry to hear that. Here are your glasses…”

but it’s what they did next that’s separates them from their competition and is something I’m preaching within my businesses and clients…they are creating micro customer experiences. A micro customer experience is a subtle, affordable and memorable gesture you do for your customers that resonates with them for years.

The Warby Parker team sent this hand-written card to the customer shortly after:

Hey Tess,

We were so sorry to hear about your car. Since you probably won’t be the designated driver anytime soon, here’s a round on us! Love your friends at Warby Parker. PS. Your Durand frames look amazing!”

Within the envelop was a gift certificate to a local micro brewery so the customer could get that beer she said she needed in passing.

This Warby Parker employee listened, showed empathy and took action on what she had heard to create a memorable experience.

Now, not any employee could do something like this. Only truly empathetic people could do this genuinely. I don’t know the Warby Parker customer personally but I’d bet that this customer is never buying prescription sun glasses from another company again in her life, which is true customer loyalty.

Oh, not to mention, this customer experience earned Warby Parker free PR in Forbes, Business Insider and Mashable. As the saying goes, Customer experience is marketing!

In my next video, I’m going to share what questions to ask during the interview process to identify if your candidates have these customer service skill sets. To be automatically alerted when I release this video, subscribe to my YouTube channel right now!

I want to hear from you. What other skill sets do you look for when hiring customer service employees? Leave a comment below to share what you think is most important customer service skill set.

I’ll see you next week.