Few things contribute to poor employee retention rates as much as toxic leadership in the work environment. After all, people spend a great deal of time at their jobs. Who wants to face day after day dealing with the negative or bad behavior of those around them?
While anybody in the office can possess toxic traits, the effect on organizational culture becomes especially dangerous in cases involving toxic leaders. Team members depend on those in charge to set a good example and look for everyone’s well-being. Managers who fail to do so create an uncomfortable, discontent workforce.
Let’s examine the dangers of toxic leadership and consider what actions may help rectify the problem.
Defining toxic leadership
What do you think of when you hear the term “toxic”? Likely, the word conjures up thoughts of a chemical or other poison that takes over a room and harms anyone in its path.
Take this concept a step further by applying it to a person. A toxic leader is someone in a position of power whose words and actions permeate the organization in a harmful way.
The offender spreads unpleasantness in a pervasive manner. In its wake, the toxic behavior creates a demoralized state in which subordinates feel undermined and discouraged.
Examples of toxic leadership behaviors
It pays to examine some of the most common actions of bad leaders to grasp what a toxic boss looks like. While they differ in the number of signs they exhibit and the severity, the bottom line remains the same—a negative effect on those they manage.
Power-hungry
Don’t count on toxic leaders ever sharing credit or offering words of praise. They want to be seen as the sole, all-powerful top dog. They enjoy flaunting power, reminding their charges of their inferiority, and controlling the job satisfaction of those they manage.
Narcissism
Arrogantly self-centered, toxic leaders focus on their own needs and wants. Others’ efforts are of little concern unless they somehow serve the offender’s purposes. Narcissists insist on always being right, quickly blame others for mistakes, rarely apologize, and like to brag. They regularly seek attention and feel entitled to special privileges.
Favoritism
Forget a level playing field or advancement based on merit. Toxic leaders apply the rules as they wish, often giving privileges to those who “suck up” or exhibit unquestioned loyalty. In their black-or-white mindset, employees are either “for” or “against” them – and treated accordingly.
Micromanaging
Leaders who believe in their superiority find it difficult to let others have a say in how things are done. They scrutinize their employees’ work to ensure they follow orders. Their “my way or the highway” approach stifles creativity and innovation. Decision-making is one-way since toxic leaders don’t care to hear anyone else’s input.
Intimidation
Workers often comply with bad leaders, not because they agree but because they know what happens if they express dissent. Offenders get what they want through humiliation, fear tactics, abusive language, and even downright bullying.
Overly competitive
A leader who wants to win at all costs creates an atmosphere that encourages competition over cooperation and teamwork. Unethical behavior does not stand out as wrong but as an acceptable means to a desired end. The same holds true for withholding information, back-stabbing, and other unscrupulous behaviors.
Lacks self-awareness
Don’t destructive leaders realize how their actions affect those they manage? They likely do not, or they do not care. Those brave enough to offer well-meaning feedback soon discover it falls on deaf ears because toxic individuals hear what they want and ignore the rest. If you are sure you are always right, why bother with naysayers?
Uncaring
Toxic leaders make their direct reports feel devalued. Furthermore, they do not worry about people’s mental health, well-being, job satisfaction, or employee engagement level. In essence, they see staff members as existing to add to their success and glory, nothing more.
The impact of toxic leadership practices
Do all of these things sound like a recipe for disaster? Undoubtedly, yes. Toxic environments are breeding grounds for problems, especially when the main culprit is a manager.
For starters, trust disintegrates when the person supposed to “have your back” only watches his own. Employees do not know if they are receiving correct, complete information. They fear speaking up if their comments contradict what the toxic boss wants to hear. They cannot be their authentic selves, which adds to anxiety and burnout. Independent thinking, creativity, and innovation all suffer.
Furthermore, the situation pits workers against one another rather than encouraging them to unite as a team. People spend more time jockeying for position than coming together for the overall good. Colleagues question one another’s motives and where each person falls in allegiance to the boss.
Also, why bother giving your all to the job when you won’t be recognized? Employees need more motivation to go above and beyond. Instead, they typically want to spend as little time as possible at work.
The ripple effects of toxic leadership: Beyond employee turnover
As mentioned earlier, employee retention rates suffer under destructive leadership. Workers leave for supportive environments in which they feel valued and experience less stress. They look for administrators committed to their staff’s growth and professional development.
Companies with toxic environments feel the sting in other ways, too. Furthermore, toxic leaders with unethical practices can land the organization in legal trouble.
Similarly, reputation and brand problems can arise as disgruntled former employees convey their experiences on social media and job review sites.
Ultimately, any place at which employees need more motivation to do their best is bound not to be living up to its full potential in terms of profits.
Strategies for employees
Finding a new job is sometimes the best answer for employees subjected to toxic leadership styles. Remaining in a demoralizing environment can make it difficult to go to work each day. Switching places can reinvigorate passion and restore self-confidence.
But what if circumstances are such that changing employers is not a particularly viable option? For instance, someone getting close to retirement, living in an area with limited employment options, or relying on this position’s attractive salary may opt to stay. What might make things better?
Limit contact
If your manager’s behavior turns your stomach, avoid him as much as possible. Cut short conversations by stressing the important work you need to finish. If your company offers remote options, see if this arrangement might help things improve.
If colleagues are a constant source of negativity and gossip because they’ve caught the toxic bug, make a point of eating lunch out of the office, avoiding the water cooler, and wearing headphones while working.
Go high when others go low
Maintain your own standards, including what you consider ethical vs. not. You need to be able to look yourself in the eye for a lifetime, so don’t compromise to achieve short-term peace with an unscrupulous boss.
Pay attention to your health
Toxic leadership yields emotional exhaustion. Use PTO to recharge. Eat right, exercise, engage in hobbies, and get enough sleep. Seek assistance from a mental health professional or the company’s EAP (Employee Assistance Program) if experiencing depression or other problems.
Alert higher-ups
Use anonymous channels to report problems to human resources. Answer job satisfaction surveys honestly. If asked to participate in a stay interview, use the opportunity to paint an accurate portrait of what is going on.
Find mentoring elsewhere
Realize you will not get proper coaching and recognition from your self-serving supervisor. Look for other professionals within the company, industry, and community to serve as your sounding board and champion.
Advice for organizations
Smart companies take measures to halt the effects of toxic leadership before the destructive behavior permeates the workplace. Possible actions include:
Training
Toxic bosses rarely change overnight, but continuous leadership development helps. Find educational opportunities that boost emotional intelligence, teach effective communication, and improve conflict resolution competencies.
Clarifying objectives
Define your company’s mission and modus operandi. Tell managers straight out what you value – perhaps transparency, communication, psychological safety for all, respect, equality, etc. Leaders should promote these concepts and act as good role models.
When toxic managers learn that “success at all costs” or “look out only for yourself” will not get them very far with senior leaders, they may rethink their behavior. Healthy leadership puts the needs of followers on an equal plane with the organization’s vision.
Establishing rules and employee performance expectations
Set metrics for each role within the company so that success is guaranteed. Likewise, clearly outline employee codes of conduct. Print them in the employee handbook so everyone has a common reference point.
Then, managers should be instilled with the need to adhere to these policies. Let them know their job is to monitor workers by these guidelines, not to “bend” or “reinterpret” based on their own whims or preferences.
Listening
Anonymously survey workers. Conduct stay interviews with top performers and exit interviews with those who quit. Provide outlets for victims of toxic leadership to report problems. Learn about what is going on. With an accurate grasp of the situation, human resources can decide on appropriate interventions.
Disciplining
Finally, companies must absolutely not tolerate managers who bully or harass their subordinates. Taking swift action against such behavior sends a clear message to both the offender and other potential toxic leaders. Sometimes, the best way to safeguard the team is to remove the problematic individual.
More Resources:
Toxic employees and how to manage them in the workplace
Toxic employee undermining boss? How to stop workplace rumors
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