One of the stereotypes of younger workers is that they have no respect for the chain of command.  When the boss of a Baby Boomer said “jump” the Boomer replied “how high?”  Today, the response is “why?”  I don’t think it’s that Gen X and Gen Y don’t respect authority, I think they’re just more comfortable questioning directives and probing to understand the big picture.  In any case, there are a number of ways you might unknowingly break the chain of command and find yourself in corporate Siberia:

• Publicly disagree with the boss’ position on an issue.
• Attempt to build relationships with your boss’ peers or managers.
• Take on assignments given by others without letting the boss know.
• Schedule meetings high profile clients or senior executives and not invite the boss.
• Go to HR to challenge a decision made by the boss.

Don’t kid yourself.  Your company may espouse an open door policy at all levels or encourage differences of opinion, but the “food chain” still matters to many managers.  To steer clear of giving the appearance of not respecting the corporate hierarchy follow these tips:

• Never argue with the boss in public.  It will only come back to bite you.  Even if it seems he or she has a thick skin, disagree in private.
• Respond to every management request with a positive, upbeat, can-do attitude.  Once you make it clear you want to be of help you can always negotiate dues dates or required resources.
• Don’t surprise the boss.  Egg doesn’t look good on the boss’ face and it’s not a good ingredient for career success.  You don’t have to let the boss know everything you’re doing but a weekly update on routine matters and more immediate contact when something seems explosive is appropriate.  And if there’s a crisis — you be the one to tell the boss.  Don’t let him or her find it out from someone else first. 
• Think twice about circumventing the chain of command.  Again, there may be grievance or complaint processes in place but once you get the ball rolling there’s no stopping it.  Make sure you’re complaining about something that’s important enough for you to take the heat if it comes along.
• Remember the wounded elephant syndrome.  I once coached a client who reported to a totally incompetent boss.  She got very little direction and lots of criticism.  She knew it and senior management knew it.  When she received a marginal performance review she expected to get support from senior management but she didn’t.  Instead, they all protected the wounded elephant (her boss) not the employee. 

TAGS: chain of command, Gen Y Women, managing up, managing your boss