A Bus Really Does Come Every 15 Minutes

….And someone is always getting thrown under it.

At least, that is the case everywhere I’ve worked. Hearing one person accuse another person of “throwing them under the bus” happens almost daily.

And I’m over it!

Listen up:

• Not everyone is going to like you or the work you do. And because they don’t like you or the work you do, they are going to try to undermine you and it. Accept it — and get over it. Complaining about it or trying to call the other person out for calling you out won’t really help. It will only make you both look bad. Consistent performance and results will put a stop to it. So get to work.
• Not all negative feedback is hurtful or harmful. People have the right to disagree and they have the right to have concerns about your plans and actions — especially when your work impacts their work. It would be irresponsible not to give honest, candid feedback when legitimate issues exist. Feedback like this is what leads to better decisions and more efficient policies, processes and practices. Don’t be afraid or offended by it. Embrace it and grow.
• Not every mistake can be overlooked. Sometimes you will screw up so big that it cannot be ignored. And someone is going to have to notify your boss or whoever you are accountable to in your organization. Then you are going to have to accept and deal with the consequences of your error. It won’t feel good and it won’t be fun — but the other person isn’t at fault. You are. Own it — and move forward … or move on, if necessary.

 

With that said, I don’t want to ignore there are people who think it is their primary and only job to point out the faults and shortcomings of others. You might be one of them.

When your feedback doesn’t …

• help advance the goals of the company
• improve a function to save time and/or money
• correct an error to prevent long-term harm or liability
• encourage and develop another person to be better at their job

 

… then you are probably being a complainer and a hindrance, not a conscientious co-worker or manager. Check your motives — professional insecurity or job burnout may be the driving force. If so, refocus your energy on getting yourself out of the rut you’re in. Look for ways to reframe your feedback to bring it back in line with positive outcomes. If you can’t do these things, you should probably keep your feedback to yourself.

A “feedback” bus really does come along every 15 minutes. Don’t throw people under it. Use it to take you to the next, best destination.