Steps at the ready.
We love a practical solution as much as the next person, but we also appreciate that it’s easy to fall prey to toxic managers. That’s why these best steps to deal with poisonous managers are needed.
Having a collection of steps (evaluating the toxicity, setting boundaries, managing up, and knowing when to leave) is key to dealing with toxic managers as easily as possible.
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What is a Toxic Manager?
A toxic manager is a leader who engages in abusive and unethical behaviors that undermine productivity and morale. They often lack self-awareness about their actions’ destructive impact.
Background on Toxic Managers
Toxic managers have become increasingly common in modern workplaces. Contributing factors include:
- Lack of emotional intelligence and leadership skills.
- Narcissistic or psychopathic personality traits.
- Poor organizational culture/lack of accountability.
The behaviors of toxic managers can lead to:
- Lower employee engagement and performance.
- Increased turnover and absenteeism.
- Deteriorating team dynamics and collaboration.
- Unethical or even illegal activity.
Steps to Deal with a Toxic Manager
If you find yourself reporting to a toxic manager, here are some steps you can take:
1. Evaluate the toxicity
- Objectively document their behaviors and impact.
- Assess if it is a pattern vs. one-off incident.
- Consider whether the toxicity is situational or ingrained.
2. Set boundaries
- Don’t internalize their criticisms as a reflection on you.
- Don’t tolerate abuse, bullying, or unethical directives.
- Calmly confront unacceptable behavior.
3. Manage up
- Frame concerns in terms of business impact.
- Offer to collaborate on solutions.
- Seek advice from trusted leaders.
4. Know when to leave
- If toxicity is entrenched, exiting may be your best option.
- Time any exit strategically and diplomatically.
Challenges
Dealing with a toxic manager can be very difficult. Potential hurdles include:
- Their volatility makes direct communication risky.
- Organizations often protect or enable toxic leadership.
- Subordinates may fear retaliation or damage to their careers.
- Toxic cultures take time and effort to change.
Conclusion
Toxic managers present a tremendous challenge in the workplace.
Employees can reduce their suffering and prevent the worst damage by understanding their common behaviors, mitigating their impact, and exercising their options.
Organizations must also be key in selecting better leaders and fostering ethical, people-first cultures.
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With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.