Damien McCarthy

It's paramount.

How do you do it?

Well, documenting is very important.

Well, I suppose the first... It isn't a hard thing to recommend sometimes, believe me.

But the first point I would make is, like, we're all in workplace relationships.

So we all get on differently with our work colleagues and our bosses.

I'll go back to the 30 people.

29 might like the boss, one doesn't.

OK, and that can be kind of a personality thing.

So we have to work on our workplace relationships.

But if you feel that you're being managed in a bad way, your boss is performing poorly documented.

Because if you're going to take it to HR, you need to have documentation.

It can't be kind of hearsay.

That's important.

I do just want to go back to Michelle Obama because whilst I kind of take it with a pinch of salt, I do in the main agree with her because she went into kind of two zones, the grit zone and the toxic zone.

And like the grit zone is kind of those things where they don't agree with their manager and so on.

I think anyone listening in, if they go back to their careers when they were young, they could very easily, like I can, pull out an example of a poor people manager.

Someone who was in a people management position because they were a company.

Yeah, and they weren't trained and they dealt with you badly and, you know, disgruntled you and it was a bad experience.

Michelle Obama's point was that