6 Symptoms of Bad Bosses That Can’t Be Ignored

Angry businessman tearing up a document, contract or agreement

Many of us have experienced bad managers in our careers. The results of which are damaging to the team dynamics as their bad behaviour dramatically adds to stress levels, conflict and sick time for their employees. In fact, it’s one of the top reasons cited for why people leave a job.

Common Traits and Impacts of Bad Bosses:

  1. Being Moody. Inconsistency of mood results in your team being unsure whether they are going to be respected or diminished in a conversation. This prevents employees from coming directly to you with both concerns and solutions.
  2. Being Rigid. Not allowing for flexibility of work styles and personal requests for time off, creates stress and devalues your employees. Not allowing Susie to leave 20 minutes early to attend her daughter’s dance recital will be remembered, so don’t expect that you’ll be receiving any discretionary work from that employee and the others she shares it with.
  3. Picking Favourites. It’s often tempting to get along better with people who share our way of thinking. When you allow yourself to treat these folks differently, or pick favourites, you sabotage the team dynamics because you are stating that they are more important than others.
  4. Sharing Information Inappropriately. When you overshare information with some team members, or provide different information to different people it tends to cause the others to feel devalued and mistrust you. They’ll spend time wondering why they haven’t been made aware of the information.
  5. Not Following Through. Nothing destroys trust more than someone who says they are going to address an issue and doesn’t follow through or who sets a policy and then behaves in a manner that is inconsistent with it.
  6. Giving Inconsistent Messages about how work is to be completed, or what the priorities are causes your team to become frustrated and exhausted as they need to interpret what is really important and worry that they aren’t meeting the standard.

As an executive or manager, if you have received this feedback about yourself or one of your direct reporting managers, now is the time to address it and get help.

The first step is to admit you have a problem. Then you need to find resources to assist you to make changes now. Seek the services of an Executive Coach to help you improve your management style.

Failing to address these behaviours and their impact places undue stress on your employees and team members. Conversely, by acknowledging and working on these patterns can positively influence trust, employee satisfaction and ultimately your results.

Sylvia Plester-Silk is an Executive Coach who offers a Discovery Process to help you uncover the challenges in your organization and to offer creative solutions to improve your results.

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