Did you know that seven in ten U.S. workers say they would leave a job if they had a bad manager? That’s according to the latest findings of LinkedIn’s Workforce Confidence survey. Leaders who exhibit challenging behaviors don’t just cost their organizations talented employees, they also impact the bottom line and discourage future leaders from stepping into management roles.
Working under a leader whose behavior is perceived as toxic feels like walking on eggshells every single day. It’s the constant anxiety of wondering whether today will bring support or criticism. It’s the exhaustion from endless micromanagement, a lack of appreciation, or dismissive communication. And it’s the frustration of giving your best effort while feeling drained of motivation and self-esteem because of the environment they create.
If you’re nodding along, here’s the truth: It’s not your fault. The behaviors of these certain leaders can leave lasting impacts on employees—mentally, emotionally, and sometimes even physically.
What Makes a Boss Toxic?
Leaders who exhibit behaviors like micromanaging, taking credit for others’ work, or communicating in an abrasive manner create stress and burnout for their teams. While the specific behaviors vary, the outcome is the same: Employees feel undervalued, overwhelmed, and disengaged.
If you’re not sure if you’re working with a boss who’s toxic – versus one who is demanding or causing a little stress – take this assessment to find out.
In short, a toxic boss will make you feel small and stupid while a demanding boss will make you feel challenged and supported.
How to Protect Yourself
Document Everything
Keep a record of incidents, including dates, times, and specific examples of inappropriate behavior. Documentation isn’t just helpful for making HR complaints; it’s a great way to help you validate your experience and understand this isn’t all in your head.
Set Boundaries
Leaders with toxic behaviors often push until they encounter firm limits. Advocate for yourself professionally. For example, you could say, “I’d appreciate feedback delivered constructively” or, “I need clarity on expectations to deliver my best work.” When you get a nasty email you can respond with, “Please note that I’ll respond to emails written with professionalism.”
Find Allies
A supportive coworker or mentor can offer guidance and emotional support. They may even witness behaviors that validate your concerns and could help you make a complaint to HR.
Engage HR
As early as you can, and definitely before the situation becomes unbearable, approach HR to let them know what’s going on and seek their advice. If the situation continues, approach HR with your documented incidents and present your case as a workplace productivity issue that disrupts wellbeing and morale. If that doesn’t help, file a hostile work environment complaint because the behavior is indeed hostile.
Focus on Your Exit Strategy
While we hope it never comes to this, if all else fails, it’s okay to prioritize your well-being and start planning for your next opportunity. Take care of you.
You Deserve Better Than a Toxic Boss
As a workplace culture expert, my team and I have helped countless individuals reclaim their confidence, navigate difficult work environments, and coach people with abrasive leadership behaviors to change. I know firsthand how overwhelming it can feel to address these challenges, but I also know that change, both personal and organizational, is absolutely possible.
My upcoming book, Navigating a Toxic Workplace for Dummies is a step-by-step guide to help you survive and thrive, even when the odds feel stacked against you. From handling workplace bullying to building the resilience you need to move forward, this book is your roadmap to freedom.
When you pre-order, you’ll get exclusive access to my book launch party. Plus, you’ll have a chance to win a few prizes.
Don’t miss out—secure your copy now and take the first step toward transforming your workplace and your life.
