How do you deal with a toxic manager at work?, by Sorina Faier, Partner Editor at Nine O’Clock

Toxic managers are unfortunately not uncommon in today’s workplaces. These individuals can create a deeply negative environment that negatively affects the team’s performance and morale. It’s crucial to be able to recognize a toxic manager and have strategies in place to deal with their behavior effectively.

There are several key signs that can help you recognize a toxic manager. One of the most obvious signs is a lack of empathy and understanding. Toxic managers often have little regard for their employees’ well-being and will prioritize their personal goals and desires over the team’s needs. They may also display inconsistent behavior, such as being overly demanding one moment and then suddenly becoming passive-aggressive or dismissive the next.

Another sign of a toxic boss is an inability to take responsibility for their actions. They will often blame others for their mistakes and failures, refusing to acknowledge their role in any negative outcomes. They may also be highly critical of their team members, often using harsh language and public shaming to exert control.

Furthermore, toxic directors often thrive on creating a culture of fear and intimidation within the workplace. They may use threats, manipulation, and other coercive tactics to get what they want, creating an atmosphere of tension and stress for their employees. This can lead to increased absenteeism, decreased productivity, and a high turnover rate.

So, how can you deal with a toxic manager? The first step is to document their behavior and gather evidence of their toxic conduct. It’s important to have concrete examples to support your claims, as this will make it easier to address the issue with higher-ups.

Next, it’s essential to find support within the organization. Having a strong network of colleagues, mentors, or HR professionals can provide you with the backing and guidance you need to address the situation. Look for individuals who have witnessed the manager’s toxic behavior and can corroborate your claims.

When confronting a toxic manager, it’s important to approach the situation with caution and professionalism. Choose an appropriate time and place for the conversation, ensuring privacy and confidentiality. It’s important to remain calm and composed, providing a clear and detailed account of the manager’s negative conduct and its impact on the team.

During the conversation, it’s crucial to focus on the facts and avoid making personal attacks. Be prepared to offer potential solutions and compromises that can help improve the situation. It’s also important to set boundaries and assert your rights as an employee, making it clear that you will not tolerate the manager’s toxic behavior.

If the situation does not improve, it may be necessary to escalate the issue to higher management or HR. Be prepared to present your evidence and articulate the negative impact that the manager’s behavior is having on the team and the organization as a whole. It may also be helpful to seek legal counsel if the situation becomes increasingly hostile or if you face any form of retaliation.

If all else fails, it may be necessary to consider leaving the organization. Recognize that your mental and emotional well-being is paramount, and no job is worth sacrificing your health for. However, it’s important to approach this decision with caution, ensuring that you have a solid plan in place and the support you need to make a smooth transition.

There are several resources and training programs that toxic managers can utilize to improve their behavior and leadership style.

Many organizations offer leadership development programs that focus on improving communication, conflict resolution, and emotional intelligence. These programs can help toxic managers develop better leadership skills and become more effective in their roles.

Toxic leaders can benefit from working with an executive coach who can provide personalized guidance and support in improving their behavior and leadership style. This can help them identify areas for improvement and develop a plan to make positive changes.

Toxic people often struggle with managing their emotions and understanding the impact of their behavior on others. Training programs focused on emotional intelligence can help them develop better self-awareness and empathy, leading to improved relationships with their team members.

They often create a hostile work environment due to their inability to effectively manage conflicts. Training in conflict resolution can help them develop better communication and problem-solving skills, leading to a more positive work environment.

Pairing toxic employees with experienced leaders who can provide guidance and support can be a valuable resource for improving their behavior and leadership style. Peer mentors can provide valuable insights and advice based on their own experiences.

There are many books and online resources available that provide guidance on improving leadership skills and changing toxic behavior. Toxic managers can benefit from exploring these resources to gain new perspectives and strategies for improvement.

Overall, it’s important for toxic managers to seek out resources and training programs that can help them recognize their behavior and develop the skills necessary to become more effective leaders. By investing in their own development, toxic managers can create a more positive work environment and support the growth and success of their team.

14.03.2024 / Editor, Andreea Dragan

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