You’ve landed the biotech job of your dreams: ideal location, great compensation package, the perfect match between your qualifications and the job description. What’s the catch?
Well, reporting to a bad boss can turn a dream job into a nightmare you dread each morning. And on the flip side, a job that looks dissatisfying on paper could – with the right boss – be something that brings you years of happiness and fulfilment.
The hidden costs of a bad boss
A bad boss can – literally – suck the life out of you. A 2009 study of 31,000 Swedish workers found that employees who worked for bosses they perceived as unfair, inconsiderate and mercurial were more likely to suffer cardiovascular disease and heart attacks, despite differences in employee education level, social class, and how often they exercised. Even more concerning, the longer an employee worked for a bad boss, the greater their risk of a heart attack.
A bad boss can stifle worker productivity, slow your ascent up the career ladder, and drive you from a job that is otherwise ideal. Have you ever heard the expression “people don’t leave jobs, they leave managers”? Yes, a manager can make or break your experience at a company!
How to recognize a bad boss
Your supervisor or line manager doesn’t have to be a villain to count as a bad boss. A bad boss may be a poor communicator who gives unclear directions on a project before changing their mind, or admitting after the fact they wanted you to do something else.
A bad boss could be too hands-on, interfering in your work and tripping you up every step of the way, or swing to the other extreme and be inaccessible and vague with their instructions.
A bad boss could lack emotional intelligence and struggle to admit their mistakes, or seem constantly negative and critical of everyone. You may find it hard getting constructive feedback from them, or feel constantly stressed and fearful of triggering their displeasure.
The point is, “bad bosses” are subjective and one person’s ideal supervisor could be another person’s nightmare. Even a boss with good intentions and many positive qualities could still be the reason you dread getting out of bed on Monday.
It might be possible to adjust and work around a bad boss – in the best-case scenario you’ll be able to have a discussion with them about working styles and setting expectations, and they’ll make adjustments. However, you should never assume your supervisor will change. When faced with a bad boss, your options are most likely going to be transferring to another team within the company (which might not be possible) or finding a new job.
How to screen future bosses
Yes, it’s another thing to worry about as you’re interviewing for biotech positions…but it is possible to identify good and bad bosses during the recruitment process before you receive a job offer. After the initial interview, many biotech companies will set up interviews with prospective supervisors or team leads who can shed more light on the team culture.
Recruiters who have worked for several years with a particular biotech company often have great insight into the personalities of the hiring team and department culture, which they will be happy to share with job candidates beforehand. They may also have feedback on what personality traits or soft skills would help someone be successful in a particular team. Allison Ellsworth, Sr. Recruiting Partner and Director of HR at Sci.bio, explains that “it is easy to overlook whether a role is a good personality match, especially if the job and company seem perfect on paper. But taking the time to think critically about what you personally need to be successful can help avoid disappointment and a repeat job search in 6 months”.
When the interviewers ask “do you have any questions for us?” this is the perfect time to ask potential supervisors about their leadership style and the qualities they value in their direct reports. You’ll get a sense of whether these supervisors are a good match for you, and the general workplace culture. Potential colleagues are another great resource to learn more about the culture and how leadership interacts with team members. It is also important to ask why the position is open; this can give you insight into what sort of attributes are valued or a red flag if there is high turnover.
Interviewing for a new job is a good time to get to know yourself better too! Think about your own communication styles and the type of supervision you benefit most from. Be honest: nobody likes to be micromanaged, but do you truly work well 100% independently or is more frequent feedback and clear guidance important to you? How do you like to structure your workload? All relationships are two-way streets; it can be challenging or stressful learning how to “manage up”, but knowing what works for you personally and what you need to be successful is helpful knowledge to bring to the table.
At the bare minimum, you want to look for a line manager who doesn’t take their stress out on others. Basic respect goes a long way. What other factors and managerial skills are most important to you?