Toxic Managers: Why They're Bad for Business and How to Address Them

The research is clear: toxic managers are bad for business. They can hinder productivity, damage morale, and create an environment of fear and intimidation. And yet, many organizations do little to address the problem. In fact, some companies may even unwittingly encourage toxic behavior by rewarding aggressive and bullying behavior.

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So what can HR directors and organizational leaders do to address the problem of toxic managers?

This article will discuss the signs of toxic managers, their impact on your organization, and how you can address them.

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The Signs of Toxic Managers

A toxic manager can be defined as "someone who engages in behavior that is harmful to an organization, its employees, or both." Toxic managers exhibit a range of destructive behaviors, including:

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• Excessive micromanagement

• Withholding information

• Playing favorites with certain employees while ignoring or mistreating others

• Taking credit for the work of others

• Blaming others for their own mistakes

• Encouraging a climate of secrecy and backstabbing

• Making verbal abuse to belittle or humiliate employees

• Tolerating bad behavior from certain employees

• Making sexual comments or advances

• Bullying

• Threatening employees and create a climate of fear and intimidation

• Stealing credit

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The Consequences of Having a Toxic Manager

There are several consequences of having a toxic manager in your organization. These include:

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Low morale

The behaviors of these managers can have a toxic effect on their employees, leading to low morale and high levels of stress, anxiety, and burnout. This can lead to them feeling demotivated and disengaged from their work.

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High staff turnover

A toxic work environment can lead to employees quitting their jobs while speaking negatively of their experience at your organization. This can be costly for your organization and your employer brand.

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Increased absenteeism and decline in productivity

A toxic work environment can lead to a decline in productivity as employees become less engaged with their work. This can have a negative impact on your organization's performance.

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Addressing the Challenge of a Toxic Manager

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Create a Safe Environment

First, it's important to create a culture that does not tolerate toxic behavior. This means having clear policies and procedures in place to address bullying and harassment, and ensuring that these policies are enforced. It also means creating an environment in which employees feel safe to speak up about bad behavior, without fear of retaliation.

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Listen to the Voice of Your Employees

Second, HR directors need to be proactive in identifying potential toxic managers. Leverage multiple tools to listen to the voice of your employees. This can be done through employee engagement surveys, exit interviews or talking to employees directly. 

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Pay attention to warning signs, such as reports of bullying or aggressive behavior. It also means being open to the possibility that some of your own managers may be exhibiting toxic behavior. 

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Take Action

HR directors need to be prepared to take action when they identify a toxic manager. This may mean working with the manager to improve their behavior, or it may mean taking more drastic measures, such as issuing a warning, suspending the manager, or termination. In either case, it's important to remember that the goal is to protect the wellbeing of your employees and the reputation of your organization.

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Support Your Employees

It's important to extend support to employees who have been affected by a toxic manager. This can be done through counseling, training or offering flexible working arrangements.

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Conclusion

The problem of toxic managers is a difficult one to solve. However, it is the responsibility of the HR director to address the problem. By taking action, the HR director can help to create a healthier and more productive work environment.