乔安娜•希金斯是BNET一名令人钦佩的编辑，她指出我的博客文章《老板无法原谅的四宗罪》只是出自团队/老板的这一个角度。和从前一样，她是对的。我们都有一种心理，如果不合法，我们就该和老板合作。这种合作可能不是书面形式的，但如果它被打破，我们可能会卷铺盖走人：不和老板合作，就等于不和公司合作。
因此，如果我们知道老板无法原谅的罪过，那么，有哪些老板的罪是工作人员无法原谅的？下面就是我自己曾经遇到过的无法原谅的老板的七宗罪：
1.背信弃义
有些老板认为所谓忠诚是条单行道：“如果你不按照吩咐去做，那你就是一个没有团体精神的人”。这是错误的。忠诚是一条双向对开的街道。没有人愿意为一名他们不信任的老板工作。
2.软弱
那些不能履行其诺言的老板，无法为他的团队挺身而出的老板，不能获得足够的资源，无法施展其政治影响力的老板，简直就是一种浪费。
3.摇摆不定
不停的改主意变想法，这对整个团队意味着事倍功半，而且还有花费一半的时间来猜测老板在将来还要怎么改主意。
4.事无巨细
这是一种展示其对团队毫不信任的好方法，它破坏了员工们的自信，并阻挠了他们的发展。这意味着团队成员花在担心老板的时间，超过他们的实际工作时间。
5.一旦除了岔子，就将责任推卸的一干二净
这是打击团队士气的最好办法，也是保证他们再也不会学习，成长和发展的好办法。
6.目光短浅
有太多的老板，把大把的时间花在向上钻营，奔赴自己的前程上，而没有时间去照顾和谋求自己团队成员的利益。如果你不关心团队，团队也不会照顾你。这是简单易见的事情。
7.自吹自擂
像那些推卸责任的老板们，这些自吹自擂的老板们热切希望为自己赢得所有的赞誉。如果他们有开口称赞自己的团队，那也是一分钟的、居高临下式的表扬而已。
事实上，大多数企业团队成员学着对老板相当的宽容。他们可以原谅愚蠢的失误，愚蠢的玩笑，愚蠢的穿着和偶尔愚蠢的发型。如果你能改正你身边的这七个致命的罪恶，你就能有一个很好的老板了。谁不想和这样一个老板合作呢：他忠诚、坚守承诺、目标明确、一以贯之，信任团队、方式有趣，关心团队，并不吝夸赞。
还有其他很多创新的办法，可以让老板为工作人员的生命增光添彩。您可以咋跟帖里分享您的经验和见解。
Joanna Higgins, the formidable editor of BNET, pointed out that my blog on the “four sins the boss wouldn’t forgive” only looked at one side of the team/boss contract. As ever, she was right. We all have a psychological, if not legal, contract with our boss. The contract may not be in writing, but if it is broken we are likely to leave: people leave their boss as much as they leave their firm.
So if we know the sins that a boss won’t forgive, what are the sins which the staff will not forgive the boss for? Here are the seven deadliest sins of bosses who I have had the misfortune to work for:
Disloyalty. Some bosses think that loyalty is a one way street: “If you don’t do what you’re told, you’re not a team player”. Wrong. Loyalty is a two way street. No one wants to work for a boss they do not trust.
Weakness. Bosses who can not deliver on promises, can not stand up for the team, can not get enough resources and lack political clout are a waste of space.
Inconsistency. Constant changing of direction means the team works twice as hard and spends half its time trying to double guess what the boss will think next.
Micro managing. A great way of showing that you do not trust your team. It undermines their self-belief and stops them developing. It means team members worry more about the next update to the boss than they spend on the real work.
Delegating the routine rubbish and all the blame if anything goes wrong. This is a good way of demoralising the team and making sure that they never learn, grow or develop.
Myopic vision. There are too many bosses who spend their whole time looking upwards and managing their own career, and have no interest in looking after the interests and careers of their team. If you don’t care for the team, the team will not care for you. Simple.
Puffery. Like the bosses who delegate the blame, these ones are very keen to take all the praise for themselves. If they give any praise to the team it will be very “one minute manager”, condescending type praise.
In truth, most team members learn to be fairly tolerant of bosses. They can forgive bad mistakes, bad jokes, bad clothes and the occasional bad hair day. And if you turn the seven deadly sins around you have the recipe for a pretty good boss. Who would not want to work with a boss who is loyal, delivers on promises, is clear and consistent, trusts the team, delegates interesting work, cares for the team and is generous in praise?
There are plenty of other creative ways in which bosses can make life hell for staff. You can share your experiences and insights below.
作者介绍：
Jo Owen 实践着他作为领导人的言论。他对部落社会中的领导力、战略和组织进行了七年的研究。他的著作包括《部落商学院》、《如何进行领导和管理》。
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