May 5, 2025 • 11 mins
Donna and Yakov discuss the pervasive issue of toxic management, revealing that over 50% of workers leave jobs to escape bad bosses. They highlight six main factors contributing to toxic leadership, the financial and emotional costs, and strategies for employees and managers to improve or escape such environments. Effective management requires continuous learning and self-awareness, emphasizing relationships and psychological safety. Organizations should prioritize leadership training and robust feedback systems to prevent toxic management, ultimately benefiting employee satisfaction and organizational health. Leadership is a dynamic skill requiring ongoing practice and improvement.
#toxicmanagement, #badbosses, #leadershiptraining, #employeeretention, #psychologicalsafety, #workplacewellbeing, #organizationalhealth
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Welcome to Bite-Sized L&D, your quick, no-nonsense update on the latest in workplace learning.
(00:10):
Today we're tackling the impact of bad management on employee morale and company finances, and
uncovering key strategies to handle toxic bosses and boost leadership skills.
All right, let's get straight into it.
Hey everyone, welcome to another episode of Bite-Sized L&D. I'm Donna, and with me as always
(00:32):
is my insightful co-host, Yakov Lasker here, ready to dive into today's topic, which honestly might
hit a little close to home for many of our listeners. No kidding, today we're tackling
something that affects pretty much everyone at some point in their career, bad managers,
and how they can make their teams absolutely miserable. Oh, I can feel some listeners nodding
(00:54):
along already. You know, what's fascinating is just how widespread this issue is.
The data is pretty eye-opening. About 57% of workers have actually left a job specifically
to get away from a bad boss. Wait, more than half? That's staggering. Right. And that's just one
statistic. Gallup found that about 50% of Americans have quit specifically to escape their manager,
(01:20):
and a recent Harris poll showed that 67% of U.S. workers have experienced what they'd call a toxic
boss at some point, with 31% currently working under one. Those numbers are honestly heartbreaking,
and it makes me wonder about the financial impact too. I mean, turnover is expensive.
Extremely expensive. Experts estimate that toxic supervisors cost U.S. companies nearly 24 billion
(01:46):
per year in health care expenses and lost productivity, not million, billion with a B.
So let's break this down a bit. What exactly makes a boss bad or toxic? I imagine there's a
spectrum here. Definitely a spectrum. From the research, six main factors tend to come up repeatedly.
First, there's micromanagement and excessive control. Basically, bosses who hover over your
(02:11):
shoulder and nitpick everything. Oh, I've been there. Nothing kills motivation faster than someone
redoing your work or questioning every little decision. It's like they're saying, I don't trust
you to do this right. Exactly. The second issue is poor communication and unclear expectations.
When your boss can't articulate what they want, but still gets frustrated when you don't deliver it.
(02:34):
The classic, I'll know it when I see it approach. Super helpful, right?
Laughs so helpful. Then there's lack of support for employee development. Bosses who don't invest
in their people's growth or worse, take credit for their team's work. Ah, yes, the glory thieves.
Nothing like watching your manager present your ideas to senior leadership without even a nod in
(02:58):
your direction. Been there. Witness that. Number four is probably the most obvious,
abusive or disrespectful behavior. Yelling, bullying, public humiliation, playing favorites.
And unfortunately, we've seen some truly shocking examples of this. There was a retail chaincase
where managers would literally handcuff employees suspected of wrongdoing and parade them through
(03:21):
the store as punishment. In front of customers, they called it the walk of shame. That's horrifying.
And tragically, one young worker with Asperger's syndrome who experienced this later took his
own life. That level of humiliation and abuse goes way beyond bad management. It's actually criminal.
Absolutely. And while that's an extreme example, it highlights how damaging toxic leadership can
(03:46):
be to people's mental health and well being. The last two issues are unrealistic demands
leading to burnout and simply incompetence. Managers who lack the skills to lead effectively.
One report found that 82% of new managers had no formal leadership training whatsoever.
That actually explains a lot. We're promoting people based on technical skills and then
(04:08):
expecting them to magically know how to manage others. Exactly. And here's the kicker. Gallup
research shows that 70% of the variance in team engagement is determined by the manager.
Your boss essentially controls how happy you are at work.
So let's talk about psychological safety. That's become such a buzzword, but it really matters,
(04:29):
right? Absolutely critical. Psychological safety means creating an environment where people feel
they can speak up, make mistakes, and take risks without fear of punishment or humiliation.
And it starts with how managers communicate. So what are some early warning signs that a
manager might be heading into toxic territory? Great question. Watch for patterns of taking credit
(04:52):
for successes while blaming the team for failures. Another red flag is inconsistent feedback,
praising something one day and criticizing the exact same thing the next.
Information hoarding is another one I've noticed. When managers withhold important
information that the team needs to succeed. That's often deliberate sabotage.
(05:13):
Definitely. Also watch for patterns of favoritism, excessive control over minor decisions,
and emotional volatility. If you never know which version of your boss you're going to get on any
given day, that's a problem. Let's pivot to the employee perspective. If you find yourself with
a problematic manager, what can you actually do about it? There are several strategies,
(05:35):
though I should emphasize that none of them are perfect. First and most important,
document everything. Keep records of problematic interactions, instructions, feedback, everything.
Paper trail is crucial. I'd also add trying to understand your boss's perspective.
Sometimes what looks like toxicity might be their own stress or pressure from above.
(05:57):
Great point. Communication is key too. Being strategic about how and when you address issues.
Choose your words carefully and focus on work impacts rather than personal criticisms.
And focus on your own performance. As one executive mentor put it,
the best way to counter a bad boss is to exceed standards and overperform.
(06:19):
Building support networks helps too, talking to trusted colleagues or mentors. Not to gossip,
but to get perspective and advice. Self-care is absolutely essential in these situations.
Stress management techniques, maintaining boundaries between work and personal life.
And yes, sometimes the best strategy is having an exit plan. If things are truly toxic and
(06:41):
unchangeable, planning your departure might be the healthiest option.
I think that's important to emphasize. There's this narrative that you should always try to make
it work. But sometimes leaving truly is the right move. Absolutely. Your mental health matters more
than any job. But what about from the manager's perspective? What if someone listening is worried
(07:02):
they might be the problem? That's a great question. First, I'd say if you're worried about it,
that self-awareness is already a positive sign. True. Self-reflection is the starting point.
Actively seeking feedback is crucial through anonymous surveys, one-on-ones, or even bringing
in external coaches. And make it genuinely safe for people to be honest. Managing your own stress
(07:26):
is huge too. Shurm calls it chronic power stress, the ongoing pressure of leadership.
If you're not handling that well, it often spills over onto your team.
Definitely. Research suggests techniques like mindfulness, regular exercise, sufficient sleep,
and even hobbies can help managers regulate their emotions and make better decisions.
(07:49):
And let's talk about empathy and fairness. Making an intentional effort to balance being firm with
being fair makes a massive difference. Giving credit, providing support during failures.
Not playing favorites, that's a big one. And remember that 59% of workers say their leader
has the greatest impact on their energy level. That's huge responsibility.
(08:12):
It really is. And training matters so much. If you're struggling as a manager, seek out leadership
development opportunities. Books, courses, mentors, executive coaching. Let's zoom out for a moment
and talk about organizational systems. What can companies do to prevent toxic management in the
first place? First, stop promoting people solely based on technical skills. Leadership ability
(08:37):
should be a requirement for management roles. Absolutely. Also, implement robust leadership
training programs. Remember that 82% statistic about new managers having no formal training.
That's something organizations can fix. Regular feedback mechanisms are essential too,
like 360 degree reviews, where managers get feedback from their teams, peers, and superiors.
(09:01):
And there should be clear consequences for toxic behavior, regardless of how productive that manager
might seem in the short term. Yes, I've seen too many companies keep abusive managers because they
get results, ignoring the long term damage to morale, retention, and even productivity.
Exactly. And that 24 billion in costs I mentioned earlier, that's the price of ignoring these issues.
(09:26):
One statistic that really stands out to me is that 88% of employees with good managers report
high job satisfaction. So when we get this right, the benefits are enormous. Absolutely. As one Gallup
expert put it, managers hold the key to making work life better or worse. That's both a huge
responsibility and a huge opportunity. So to wrap things up, what's your key takeaway for our
(09:50):
listeners today, Yakov? I think it's that leadership is fundamentally about relationships.
For employees, recognize that a toxic situation isn't your fault, and you have options.
From communication strategies to ultimately choosing to leave. For managers, continuous
self reflection and improvement are essential. Leadership isn't a static skill. It's something
(10:15):
you practice and refine every day. And for organizations, remember that as one expert put it,
leaders can reshape their behaviors. It's never too late to become the best version of ourselves.
By creating systems that develop good managers, you're directly investing in your most valuable
asset, your people. Couldn't have said it better myself. And as always, we'd love to hear from our
(10:39):
listeners about their experiences, both with challenging managers and with leadership development
programs that actually work. That's right. Drop us a line at our website or social media. And remember,
if you're a manager listening to this and thinking about your own leadership style,
that self awareness is already a huge step in the right direction. Until next time, this is Donna.
(11:02):
And Yaka Vlasker signing off from Bite-sized L&D. Thanks for listening.
That's a wrap for today's podcast. We explored the impact of toxic management and employee
morale and company finances, emphasizing the need for leadership development and psychological safety.
(11:24):
Don't forget to like, subscribe and share this episode with your friends and colleagues
so they can also stay updated on the latest news and gain powerful insights. Stay tuned for more updates.
Welcome to Bite-Sized L&D, your quick, no-nonsense update on the latest in workplace learning.
(00:10):
Today we're tackling the impact of bad management on employee morale and company finances, and
uncovering key strategies to handle toxic bosses and boost leadership skills.
All right, let's get straight into it.
Hey everyone, welcome to another episode of Bite-Sized L&D. I'm Donna, and with me as always
(00:32):
is my insightful co-host, Yakov Lasker here, ready to dive into today's topic, which honestly might
hit a little close to home for many of our listeners. No kidding, today we're tackling
something that affects pretty much everyone at some point in their career, bad managers,
and how they can make their teams absolutely miserable. Oh, I can feel some listeners nodding
(00:54):
along already. You know, what's fascinating is just how widespread this issue is.
The data is pretty eye-opening. About 57% of workers have actually left a job specifically
to get away from a bad boss. Wait, more than half? That's staggering. Right. And that's just one
statistic. Gallup found that about 50% of Americans have quit specifically to escape their manager,
(01:20):
and a recent Harris poll showed that 67% of U.S. workers have experienced what they'd call a toxic
boss at some point, with 31% currently working under one. Those numbers are honestly heartbreaking,
and it makes me wonder about the financial impact too. I mean, turnover is expensive.
Extremely expensive. Experts estimate that toxic supervisors cost U.S. companies nearly 24 billion
(01:46):
per year in health care expenses and lost productivity, not million, billion with a B.
So let's break this down a bit. What exactly makes a boss bad or toxic? I imagine there's a
spectrum here. Definitely a spectrum. From the research, six main factors tend to come up repeatedly.
First, there's micromanagement and excessive control. Basically, bosses who hover over your
(02:11):
shoulder and nitpick everything. Oh, I've been there. Nothing kills motivation faster than someone
redoing your work or questioning every little decision. It's like they're saying, I don't trust
you to do this right. Exactly. The second issue is poor communication and unclear expectations.
When your boss can't articulate what they want, but still gets frustrated when you don't deliver it.
(02:34):
The classic, I'll know it when I see it approach. Super helpful, right?
Laughs so helpful. Then there's lack of support for employee development. Bosses who don't invest
in their people's growth or worse, take credit for their team's work. Ah, yes, the glory thieves.
Nothing like watching your manager present your ideas to senior leadership without even a nod in
(02:58):
your direction. Been there. Witness that. Number four is probably the most obvious,
abusive or disrespectful behavior. Yelling, bullying, public humiliation, playing favorites.
And unfortunately, we've seen some truly shocking examples of this. There was a retail chaincase
where managers would literally handcuff employees suspected of wrongdoing and parade them through
(03:21):
the store as punishment. In front of customers, they called it the walk of shame. That's horrifying.
And tragically, one young worker with Asperger's syndrome who experienced this later took his
own life. That level of humiliation and abuse goes way beyond bad management. It's actually criminal.
Absolutely. And while that's an extreme example, it highlights how damaging toxic leadership can
(03:46):
be to people's mental health and well being. The last two issues are unrealistic demands
leading to burnout and simply incompetence. Managers who lack the skills to lead effectively.
One report found that 82% of new managers had no formal leadership training whatsoever.
That actually explains a lot. We're promoting people based on technical skills and then
(04:08):
expecting them to magically know how to manage others. Exactly. And here's the kicker. Gallup
research shows that 70% of the variance in team engagement is determined by the manager.
Your boss essentially controls how happy you are at work.
So let's talk about psychological safety. That's become such a buzzword, but it really matters,
(04:29):
right? Absolutely critical. Psychological safety means creating an environment where people feel
they can speak up, make mistakes, and take risks without fear of punishment or humiliation.
And it starts with how managers communicate. So what are some early warning signs that a
manager might be heading into toxic territory? Great question. Watch for patterns of taking credit
(04:52):
for successes while blaming the team for failures. Another red flag is inconsistent feedback,
praising something one day and criticizing the exact same thing the next.
Information hoarding is another one I've noticed. When managers withhold important
information that the team needs to succeed. That's often deliberate sabotage.
(05:13):
Definitely. Also watch for patterns of favoritism, excessive control over minor decisions,
and emotional volatility. If you never know which version of your boss you're going to get on any
given day, that's a problem. Let's pivot to the employee perspective. If you find yourself with
a problematic manager, what can you actually do about it? There are several strategies,
(05:35):
though I should emphasize that none of them are perfect. First and most important,
document everything. Keep records of problematic interactions, instructions, feedback, everything.
Paper trail is crucial. I'd also add trying to understand your boss's perspective.
Sometimes what looks like toxicity might be their own stress or pressure from above.
(05:57):
Great point. Communication is key too. Being strategic about how and when you address issues.
Choose your words carefully and focus on work impacts rather than personal criticisms.
And focus on your own performance. As one executive mentor put it,
the best way to counter a bad boss is to exceed standards and overperform.
(06:19):
Building support networks helps too, talking to trusted colleagues or mentors. Not to gossip,
but to get perspective and advice. Self-care is absolutely essential in these situations.
Stress management techniques, maintaining boundaries between work and personal life.
And yes, sometimes the best strategy is having an exit plan. If things are truly toxic and
(06:41):
unchangeable, planning your departure might be the healthiest option.
I think that's important to emphasize. There's this narrative that you should always try to make
it work. But sometimes leaving truly is the right move. Absolutely. Your mental health matters more
than any job. But what about from the manager's perspective? What if someone listening is worried
(07:02):
they might be the problem? That's a great question. First, I'd say if you're worried about it,
that self-awareness is already a positive sign. True. Self-reflection is the starting point.
Actively seeking feedback is crucial through anonymous surveys, one-on-ones, or even bringing
in external coaches. And make it genuinely safe for people to be honest. Managing your own stress
(07:26):
is huge too. Shurm calls it chronic power stress, the ongoing pressure of leadership.
If you're not handling that well, it often spills over onto your team.
Definitely. Research suggests techniques like mindfulness, regular exercise, sufficient sleep,
and even hobbies can help managers regulate their emotions and make better decisions.
(07:49):
And let's talk about empathy and fairness. Making an intentional effort to balance being firm with
being fair makes a massive difference. Giving credit, providing support during failures.
Not playing favorites, that's a big one. And remember that 59% of workers say their leader
has the greatest impact on their energy level. That's huge responsibility.
(08:12):
It really is. And training matters so much. If you're struggling as a manager, seek out leadership
development opportunities. Books, courses, mentors, executive coaching. Let's zoom out for a moment
and talk about organizational systems. What can companies do to prevent toxic management in the
first place? First, stop promoting people solely based on technical skills. Leadership ability
(08:37):
should be a requirement for management roles. Absolutely. Also, implement robust leadership
training programs. Remember that 82% statistic about new managers having no formal training.
That's something organizations can fix. Regular feedback mechanisms are essential too,
like 360 degree reviews, where managers get feedback from their teams, peers, and superiors.
(09:01):
And there should be clear consequences for toxic behavior, regardless of how productive that manager
might seem in the short term. Yes, I've seen too many companies keep abusive managers because they
get results, ignoring the long term damage to morale, retention, and even productivity.
Exactly. And that 24 billion in costs I mentioned earlier, that's the price of ignoring these issues.
(09:26):
One statistic that really stands out to me is that 88% of employees with good managers report
high job satisfaction. So when we get this right, the benefits are enormous. Absolutely. As one Gallup
expert put it, managers hold the key to making work life better or worse. That's both a huge
responsibility and a huge opportunity. So to wrap things up, what's your key takeaway for our
(09:50):
listeners today, Yakov? I think it's that leadership is fundamentally about relationships.
For employees, recognize that a toxic situation isn't your fault, and you have options.
From communication strategies to ultimately choosing to leave. For managers, continuous
self reflection and improvement are essential. Leadership isn't a static skill. It's something
(10:15):
you practice and refine every day. And for organizations, remember that as one expert put it,
leaders can reshape their behaviors. It's never too late to become the best version of ourselves.
By creating systems that develop good managers, you're directly investing in your most valuable
asset, your people. Couldn't have said it better myself. And as always, we'd love to hear from our
(10:39):
listeners about their experiences, both with challenging managers and with leadership development
programs that actually work. That's right. Drop us a line at our website or social media. And remember,
if you're a manager listening to this and thinking about your own leadership style,
that self awareness is already a huge step in the right direction. Until next time, this is Donna.
(11:02):
And Yaka Vlasker signing off from Bite-sized L&D. Thanks for listening.
That's a wrap for today's podcast. We explored the impact of toxic management and employee
morale and company finances, emphasizing the need for leadership development and psychological safety.
(11:24):
Don't forget to like, subscribe and share this episode with your friends and colleagues
so they can also stay updated on the latest news and gain powerful insights. Stay tuned for more updates.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.