Leaders can fall into toxic habits for a variety of reasons. Perhaps they didn’t receive adequate training when they entered into a management position. Maybe their conduct is a reaction to the pressure of their role; high performance targets can take their toll, and people often resort to harsh communication styles or overly controlling behaviour to cope with what’s being thrown at them.
Either way, toxic bosses can have a significant impact on team morale and staff productivity – so it’s important to flag and address the signs that you or your manager may be handling their responsibilities in a way that’s damaging your internal culture and potentially stifling your firm’s success.
Here’s a breakdown of the common signs of a toxic boss – plus some tips to help you improve your management style if you spot any of these traits in yourself!
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Micromanagement
A toxic boss tends to micromanage, constantly checking up on every detail of their team’s work and not allowing autonomy or trust.
Leaders should reflect on whether they delegate tasks effectively or feel the need to control every aspect. If team members often express frustration about not being trusted or allowed to take initiative, micromanagement could be at play – and over time, this will stifle the creativity and critical thinking that’s needed to solve problems and react to common business challenges.
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Lack of empathy
A toxic boss lacks empathy, which means he or she is quick to dismiss the personal and emotional needs of their employees, especially during times of difficulty. This can manifest as being dismissive of stress, burnout, or personal challenges, causing staff members to mentally check out from their roles and, in some circumstances, seek employment from a business that better understands their concerns.
Managers should actively listen to their team’s concerns and evaluate whether they are providing suitable levels of support (within reason and within the confines of company policy, of course). Empathy is key to emotional intelligence, and if a leader rarely checks in on the wellbeing of their team, they need to adjust their approach.
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Playing favourites
A toxic boss will knowingly or unknowingly provide preferential treatment to certain employees while ignoring or undervaluing others. This leads to feelings of unfairness and resentment within the team, particularly if this kind of discrimination leads to a series of perks for the person or people who are considered to be the manager’s top pick(s).
Leaders should assess whether they give recognition and opportunities equally. If they notice a pattern of only promoting or rewarding certain individuals without clear merit, favouritism is likely to be at play.
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Lack of accountability
Managers with toxic leadership styles often avoid taking responsibility for their mistakes, preferring to shift the blame to their employees when things go wrong. This erodes trust, undermines morale, and leaves staff unsure of their abilities or their place within the team.
Leaders can ask themselves if they own up to their mistakes and take accountability when projects don’t go as planned. If they are quick to deflect blame onto others, they need to work on being more transparent and responsible.
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Poor communication skills
A toxic boss tends to communicate ineffectively, whether that’s through providing unclear instructions, withholding important information, or using a condescending tone when they do eventually address their employees. Poor communication fosters confusion and frustration, and will almost certainly slow down any progress that’s being made within the business.
Leaders should always deliver clear and timely updates, listen to feedback, and foster open dialogue. These are some of the most important cornerstones of good management practices – without them, a leader isn’t leading, they are simply directing. If communication is often one-way or fraught with misunderstandings, it’s time for change.
What if you can recognise these traits in yourself?
If you suspect you might be displaying one or more of the above traits, don’t panic. This doesn’t necessarily mean you’re a bad manager, or a bad person – in fact, it means you have the self-awareness to admit that you are ready to develop your skills in this area.
There are a few things you can do to banish those toxic habits and become the kind of leader who respects, inspires and empowers everyone around them.
Solicit feedback
Regularly ask for feedback from your employees or peers, either through anonymous surveys or direct conversations, to gain insights into how your leadership style is perceived. You may be surprised by the results!
Reflect on your decisions and behaviours
Regular self-reflection, perhaps through journaling or leadership coaching, can help you critically assess the way you interact with others and the impact your actions have on the wider team.
Watch for patterns
If there are certain recurring issues within your team – for example, there’s a high turnover of staff, a lack of engagement, or outright dissatisfaction – you may need to adjust your leadership approach.
Seek out a good mentor
Engaging with a mentor or leadership coach can help identify your blind spots and provide strategies to mitigate any toxic behaviours that you’re displaying. To make sure they are a good fit for your needs and fully understand the challenges you’re facing, the person you choose should have lots of experience in management.
Focus on building your emotional intelligence
How well you identify your own emotions and the emotions of others is at the heart of managing teams with understanding. Emotional intelligence isn’t an inborn ability; it’s something we can all learn and develop, with a little time, effort, and patience. This article from Harvard University is an excellent starting point, and there are plenty of courses and training programmes out there to help you manage your people with more tact and diplomacy, and create a more positive and dynamic working environment as a result.