Signs Of A Bad Boss/Manager
Good managers work with, support their staff and nurture their growth in the organisation just like there growth was nurtured before they got to the position they are in. Managers do not jump to a managerial position unless they started the organisation or own it. Bad managers often belittle their staff and make work unpleasant regardless of the consequences this generally has on the one bullied and the organisation at large.
Every one of us has heard stories of bosses that can make life a living hell for the employees and dread having one of them. It is a fact that a good boss can have a positive impact on the workplace, and a bad boss can make everyone miserable. They are the ones that bring out a feeling of dread so that getting out of bed in the morning looks like a chore. You have to be very strong willed to not let a boss determine how you feel. Always remember that the boss in most cases is also an employee of that company and don’t own that company.
A Bad boss leads to a negative work environment and this results in having a direct impact on the physical and mental health of a person. He can suffer from fatigue, stress, anxiety and sometimes depression that can have an adverse effect also on personal life. It is essential to recognise the bad boss by his/her behaviour and working pattern so that you can make a viable effort to deal with the situation in a very effective manner.
Signs of a bad boss/manager:-
1. Micromanaging
Good managers set clear instructions, clear targets, deadlines, and expectations and then let their teams get on with the work. After all, the team members are hired for their specialist skills which the manager cannot match. Managers who get involved with every tiny detail never give their staff the opportunity to learn and grow.
A bad boss/manager does not believe in personal independence, and this is why they micromanage every activity and every task and expect it to be done their way. The lack of trust in the employees being able to do as expected, is because of poor leadership qualities that do not allow him/her to depend on the judgment of other members of the team.
The team members cannot make him/her understand that they deserve less supervision and more responsibilities because he/she does not trust them to do the job by themselves in the way he/she wants it. In such cases, success does not get any appreciation but mistakes are always frowned upon and highlighted.
The bad boss will either over-assign or over delegate and both situations are harmful to the efficiency and productivity level of a team. One who micromanages is considered a bad boss because he/she does not provide the team with the opportunity to make independent decisions, be creative and innovative and develop their own professional identity.
2. Takes credit for the work of others
A good boss is one who stands back and lets the team taste the rewards of success, but a bad boss is one who will take credit for the accomplishments and blame team members for any failures. He is the one who will be on the look-out for opportunities to take credit for the work of other employees and show it as his/her achievement.
One of the golden rules of business is never to air grievances or point out problems in public. As the saying goes “praise in public and criticise in private” but the bad boss never follows this rule.
He/she will be the first to step back in case of any issues and let the team take the blame and also the first to blow his/her own trumpet and take credit for the work of the team. A bad boss does not believe in sharing success and this is why he is considered a bad boss
3. Does not listen
One of the most apparent signs of a bad boss is that he/she believes in speaking even if he/she has to talk out-of-the-turn or interrupt others because active listening is not his/her forte. He/she is too arrogant to realise the importance of listening and garnering important information. He/she disturbs the workforce by his/her behaviour and encounters unnecessary problems because of his attitude.
4. Gives zero guidance or constructive feedback
To achieve a common goal, employees expect guidance from their boss or manager. However, bad managers expect their staff to read their minds or work things out for themselves, only to criticize the results if and when they are not what they expected.
More especially new or inexperienced employees need extra guidance and feedback. They are most very eager to learn and often look to their boss or manager for this support.
5. Is very biased and plays favourites
A good boss is the one who will offer encouragement equally to every employee working with and under him/her. One of the most obvious signs of a bad boss is that he/she loves playing favourites. There will be some employees who he/she likes more than others and this will lead to bias and favouritism. This cannot be hidden and is obvious for everyone to see and notice. I have been in that kind of situation and seen for myself as a favoured were not suitable for the roles they promoted to or jobs were created for them. When I questioned why my efforts, hard work and achievements were not being recognised, I was told by the manager that I have not come up with any new idea. This is despite the fact that company depended 90% on my work that I processed prior to it being turned into the product they sold.
The favoured employees are chosen over others for promotion or rewards irrespective of the fact that other members in the team are much more deserving. But someone who shares your interests and who you like chatting with is not necessarily the right person for the job. Eventually those kind of actions affect the performance of the company, it is inevitable.
6. Unable to find the right balance
Weak leaders are the ones that should be called bad bosses because they are unable to find an appropriate balance in the workplace.
They do not encourage independent decision-making nor do they provide direction to the employees working under them. Any initiative is discouraged because he/she i.e. the bad boss does not like doing things out of the box. He/she is either over-managing or under-managing and in both cases, it is undoubtedly a loss to the organisation.
7. Does not show any recognition or appreciation
Everyone appreciates a pat on the back or a heartfelt thank you when they have performed above and beyond, for example getting a prestigious new customer or taking the initiative to work overtime to finish a job even when not asked to. You would certainly expect some gratitude or some of appreciation from your boss. Isn’t that so? Bad managers take all this for granted, act like they are doing you a favour and see no value in making any effort to appreciate.
An employee works diligently to meet deadlines and accomplish any set targets. At the end of the day what he asks for is a bit of gratitude for his efforts. Every one of us wants to be recognised and told that we did an excellent job. The meaningful words go a long way in boosting self-confidence and morale of an employee. That is what you expect from a good boss but do not expect it from a boss/manager.
A manager sees the employees as tools to get the job done and nothing more. He/she has a very clear-cut mindset that tells him/her that employees especially those who work under him are simply numbers that should do the work that is assigned to them and expect the salary that has been promised to them. They do not offer appreciation and recognition because they do not care nor do they think that the employees deserve it from them.
8. Focused on self-preservation
A bad boss is afraid of being overshadowed by the employees working under and with him/her, and this is why he/she does not encourage active thinking and independent decisions from them. He/she is terrified that other employees will outshine him and this will result in losing his/her place in the scheme of things. I once had one use the HR manager to constantly ask if I want or if I am after my Boss’s position. This is why the bad boss will surround him/herself only with people who are not a threat to his/her position. If you are looking for a sign of a bad boss, then look for a leader who is very focussed on self-preservation and does not give a damn about the employees working with him/her.
9. Avoids tough/stressful situations
A good boss is always receptive to any issues and concerns that his/her employees are facing, whereas a bad boss will avoid stressful situations. The environment during his/her tenure will neither be encouraging nor collaborative.
The bad boss will ignore new ideas, innovative approaches, concerns or even important questions because she/he is either too busy or too important to pay attention to the valuable insight of the employees. Another sign of a bad boss, is a leader who avoids tough situations because she/he does not have the necessary emotional intelligence to handle conflicts and responsibilities.
10. A Control freak
A bad boss has trust issues and is unable to handle the the team altogether. Employees do not have the authority to make independent decisions and will from time to time need approval at every stage of the way.
This will result in delays and bottlenecks because the employee(s) will have to wait for a nod from the boss every time they needs decisions made. This along with excessive checking will result in loss of productivity for the organisation because it is merely a waste of precious resources. Bad boss are always control freaks.
11. Unwilling to change
One of the signs of a bad boss is his/her unwillingness to change even if the bad boss has received several negative feedbacks. A bad boss ignores the obvious clues and insight that tells him/her that it is harmful to the people around him. A bad boss’s inconsistencies and day-to-day actions signify the stubborn nature that is never a good thing for the organisation.
12. Focuses on what went wrong
A tell tale sign of a bad manager is one who only points out the mistakes and never mentions anything that is done right. They often think that nit picking and highlighting failures makes them look better. But what they forget is that this only leads to risk aversion and ultimately to mediocre or poor results across the board. Managers, after all, are supposed to be responsible for the results their teams achieve. So you would think.
