If you have a horrible boss, chances are you already know it.

The dread you feel driving into work. The avoidance techniques you use throughout your workday. Clearly, this is not a healthy situation. I’ve often said that there are only three choices when facing any problem: 1) Accept it. 2) Leave it. 3) Change it.

In this situation, you don’t have to accept it, and you should not have to leave it. It IS possible to try and change it. If you love your company, your work and your co-workers, you owe it to yourself to try to improve your situation. Companies hate to lose good people as a result of bad bosses. Often times it is ignorance, a lack of training, experience or awareness that are leading to the bad behavior. Don’t assume ill intent. A good leader will listen to constructive, respectful feedback. That said, if the organization and your boss do not have your back after you’ve raised the flag, then greener pastures may be in your future.

Don’t go down without a fight. Here’s my advice on how to handle five classic bad bosses.

• For the micromanager – Set up regular check-in meetings to keep him or her off your back. By being proactive, you keep your boss informed which will diminish their need to control your every move.
• For the idea thief – Self-advocate and create allegiances with other leaders. Start putting everything in writing when you communicate to create evidence that the brilliant idea began with you.
• For the gossipy boss – Never engage in gossip with your boss. When it comes up, try to respectfully shift or end the conversation, even if it risks alienating your boss. He or she will get the message.
• For the bully boss – You deserve a boss who helps your self-confidence and your career. You deserve civil, professional treatment at work. If you believe your boss could improve his or her behavior, approach them directly in a positive manner instead of leading with a complaint or accusation to HR. If matters turn worse, it may be time to consider involving Human Resources.
• For the absent boss – A hands-off manager may not realize that his or her failure to provide any direction or feedback, makes them a bad boss. He or she may actually think they are empowering So you need to talk to him or her and explain what you need in terms of direction, feedback and support. Be polite, clear and focus on your needs.

Before you take on your horrible boss with guns blazing, consider that he or she may have no idea that they are failing. A manager who micromanages may feel insecure about his or her own job. Or maybe your bad boss lacks leadership training, and is so overwhelmed with new job requirements that they can’t provide support for you. Or perhaps he or she has been promoted too quickly and their reporting responsibilities have expanded beyond their capability.

At the end of the day, you have the right to a professional work environment.  So gather your information – and your courage – and take it on directly, with clarity and compassion. Take heed, horrible bosses. If you want to keep your best, you need to think carefully about how you treat them. Good employees have an abundance of options. It all comes back to leadership.  If you and your organization need to brush up on your leadership training, check out https://www.powersresourcecenter.com/leadership-training/