They raise their voices, slam doors, make unreasonable demands, bad mouth you behind your back and force you to make their coffee. So just who are these partners from hell and do you have the misfortune to work for one?

They raise their voices, slam doors, make unreasonable demands, bad mouth you behind your back and force you to make their coffee. So just who are these partners from hell and do you have the misfortune to work for one? The Firm takes a detailed look at the different types of nightmare partners, hears some of the tales of terror from their former employees and offers some advice on dealing with that pain in the arse.

At some stage, most readers, having a bad day at work, will have uttered the line; “My boss is a nightmare.” But what if you really are one of the unlucky lawyers out there, working for the partner from the black lagoon?
Research shows that working for a difficult boss can have a huge impact on an employee’s life – causing stress, absenteeism and, in extreme cases, lead to breakdowns.
The Firm delves into the world of the difficult partner and investigates the different types that exist. How do you deal with these people, and are law firms doing enough to support their staff?
The difficult partner can come in all shapes and sizes. Their kind is not constrained by age or gender. And, as on the African plains, some predators are easier to spot than others.
The most easily recognisable difficult partner type is usually heard before it is spotted. Known collectively as the “Partnerus Bullyus” this species has strong vocal chords; instructions will be delivered aggressively and bluntly, doors will be slammed, expletives will be uttered. The world of social niceties is not theirs. There will be no “Good morning my valued employee, how are you today?” There will be a file landing with a thud on your desk. If you cry, it will make their week.
Some partners in the Scottish legal profession are notorious for behaving like this. As Rob, a solicitor, who once worked for such a partner, explains: “I was shouted at on a daily basis. My old boss was not just aggressive; he was rude, sarcastic and took pleasure in humiliating people. He loved to target people who he knew could not stand up to him. He would loudly make comments about people’s physical attributes. I once heard him say about the photocopying lady (who had enraged him by not doing his photocopying quickly enough) that ‘maybe if she lost some weight, she would be able to work faster.’ He was also verbally abusive to solicitors on the other side. In short, he was a bully.”
Partners like this have discovered, usually from early on in life, that they can get their way by being aggressive. Their management style is “My way or the high way”, and their team building plan runs to one line: “If you can’t stand the heat, get out of the kitchen.” They will not entertain fluffy ideas such as getting the best out of your employee or making his or her working life bearable. Working conditions like this can have a serious impact on employees. As Rob said: “During the two years I worked there, I became depressed and dreaded going to work.”
So, how do you deal with these charmers? Career coaches agree that employees should respond assertively to this type of treatment. They advise that the school-taught methods of dealing with bullies – “ignore them and they’ll leave you alone” – should be forgotten and that you must stand up to these people. They argue that bullies respond to being bullied back, so they may not like it, but they will respect you for standing up to them. Body language and firm verbal statements are key in responding to an aggressive partner. If this fails, the next step should be to contact the firm’s human resources department. If you are dealing with someone who makes it into the “Tyrant” category, detrimentally affecting the team as a whole, collective action may be required, and the group could speak to HR as a whole.
But, in reality, how likely are people to take the situation further? Law firms are an anomaly in the corporate world, as unlike in virtually all other large businesses, there is often no clear grievance procedure in place for dealing with abusive partners. The reason is simple – the partners own the firm, ensuring that HR has limited influence. Inaction is rife in law firms for tackling difficult partners, because very often the other partners take the view that although the partner concerned may well be a nightmare a) they don’t have to work for him or her and b) he or she brings in money. This attitude is short sighted; surveys clearly show that employee satisfaction is a key factor for the company’s success. It could also be argued that this laissez faire attitude is both morally reprehensible and also out of step with modern working environments. Although some firms have implemented mentor schemes, a clear grievance procedure is necessary to ensure independent consideration of an employee’s situation.
So, that’s the snarling big cat/twat of the jungle. What other legal creatures are lying in wait? Less predictable is the “Partnerus Viperosa”. Seemingly an innocent breed with their smiles and charm, this slippery species is no stranger to emotional manipulation, trickery and some good old fashioned bitching.
Gwen, who worked for an Aberdeen firm, said: “I worked in a team of seven for a totally two-faced partner. She would choose favourites and take active dislikes to others. She would bitch behind people’s backs but be nice to their faces. It was really difficult, as you had to listen to her say these things so as not to rock the boat.
“Once, the whole team was invited to an away day, apart from one person that she disliked. When he challenged her on this, she said she needed someone to stay in the office. He left soon after, as did half the team.”
This type of behaviour can create a very de-motivated workforce, and can lead to a total breakdown of team relations. Never knowing what your boss may be saying about you behind your back can be a very draining environment to work in.
Dealing with this type of partner requires a counter-attack of the professionalism they lack. If the partner begins to discuss another team member with you, be non-committal and excuse yourself from the conversation quickly. If you find yourself on the receiving end of the bitching, assess the nature of the comment. If you can rise above it, do so. However, if you feel you cannot tolerate the situation, report it to HR. However, again HR is limited by what it can do in this type of situation.
Another breed surviving in the undergrowth is the “Partnerus Uselessa”. This kind may do plenty of chest beating, but their skills don’t warrant it. You will end up doing the work, but they will get the credit. Kenny, now a partner himself, worked for someone like this in Edinburgh. He was “shocked at how little of the law Mr X knew. As his trainee, I was preparing complex material for client meetings. He would totally bluff his way through it. He was a supposed expert in his field but all that was expert about him was his acting. I didn’t know whether to laugh or cry when I saw the Legal 500 hail him as a ‘leading light’.”
The polar opposite of this type is the “Partnerus Nonaturaldaylightus”. This species loves the sensation of their nose against the grindstone and thinks a Sunday walk would be a waste of some perfectly good working hours. Really to be pitied, they unfortunately believe everyone should follow suit – which limits the sympathy vote. It can be tricky to leave for that drink or gym class, with the sound of your partner’s fingers tapping away on the keyboard ringing in your ears. This is a difficult situation, and whilst some people may be able to negotiate an arrangement, many simply move on when they realise what is expected of them. Jane, a construction lawyer working in a top four firm, said: “I’m job hunting right now as I’m fed up of being kept in late at night in meetings which never end. I haven’t seen one episode of Desperate Housewives and I’ve had enough.”
Also lurking out there is the “Partner Nohelpatallus”. This type does not want to be bothered by details – they want you to get on with it and their favourite phrase is “use your initiative”. Which is all very well, until you blunder on and make a mistake. They will then explain all the steps that you should have taken and berate you for your lack of vision. To avoid this frustrating situation, write a memo setting out your key concerns. It may be ignored, but at least you will have evidence that you sought guidance.
And last, and by all means least, roaming legal offices as we speak is the odious “Partnerus Sleazeoserous”. Easily identified by the popstrel calendar on his wall and propensity to make crude jokes, he will jump at the opportunity to take you to loud pubs where he will have to lean in to speak, and buy you fishbowls of wine. The advice is simple – steer well clear, and hide in the toilets on a Friday afternoon until he leaves without you. It is also important to note that, whilst the female of the species is probably wearing better camouflage, she is just as deadly as the male.
So, that’s the bad and the ugly. The good do exist, however – there are many great bosses out there who are supportive, have social skills and don’t expect to see a shackle attached to your ankle. Hunt these people down and stick with them – it’s a jungle out there.