If you’ve been working for any length of time like I have, you’ve experienced the full gamut of managers – from the terrific to the terribly toxic. The terrific inspire us to do our best, encourage and teach us, recognize our efforts and create an environment where we want to come to work each day! When we want to come to work each day, productivity increases, customers are served well, and results improve…It just makes cent$!
Then there’s the flipside! Have you ever had a manager who…bullies, threatens, yells? Whose mood swings determine the workplace environment on any given workday? Who forces employees to whisper in cubicles or in hallways? Who talks about other employees behind their backs to you? Who micromanages? Over the past few months, I’ve heard more and more horror stories from people about their toxic managers. Is it a sign of the stressful times we are living in or are there just some people who are miserable to work for no matter what?
When I think back over my own career, I can name four who immediately come to mind! I got through their reigns of terror, and even though it was very challenging, I still learned valuable some lessons from them; namely, how not to behave as a people manager – of what not to do with the organization’s most valuable asset – the people who are really driving the business. What about you?
Call it what you want – poor interpersonal skills, unfortunate workplace practices, insecure people who have been miscast in their role, promoted to management ranks because of time on the job or because of internal politics and favoritism…Whatever the reasons, working for these managers is an uncomfortable, stressful and unproductive experience for most. All of which affect the results of the organization.
According to research, during difficult economic times, certain work situations foster toxic managers. Here are some of the reasons:
* When a company has gone through downsizings, pay freezes or other financial crises, negative management tends to thrive.
* When the emphasis is on get-tough tactics and turnaround, senior management often turns a blind eye to toxic managers as long as their numbers are good.
* Employees are less likely to speak up about these managers since they don’t want to sound like they are whining or risk their jobs in this shaky environment.
Contrary to what image is projected, all is not well if you have one of these toxic managers in your workplace. “It’s unhealthy, unproductive and will eventually undo HR’s efforts to create a healthy, happy and progressive workplace,” says, author Gillian Flynn.
So, why are some managers toxic? “The biggest reason is because it is tolerated,” says Lynne McClure, a Mesa, Arizona-based expert on managing high risk behaviors and author of Risky Business, a book about workplace violence prevention.
I’ve seen the tolerance for myself and agree with her – if a company has toxic managers, it’s because the culture enables it – knowingly or unknowingly – from the top down. Remember Meryl Streep in the movie, The Devil Wears Prada?
So, why should you and your organization care?
* At the very least, there’s the morale issue. Any form of bullying or psychological abuse over time can cause emotional damage or other health-related, stress issues.
* Toxic managers infect their departments like a virus spreading anger and depression, which shows up in so-so employee performance, absenteeism and turnover because employees are fearful or don’t feel appreciated.
* Toxic work environments can easily escalate into hostility, real violence, harassment and intimidation all of which can end up as costly legal hassles.
* The organization’s (internal and external) reputation will be damaged causing top talent to leave and others to deliberately avoid applying for work there.
Are you a "people manager?" What are your employees saying about you?
Bottom-line: Low morale, turnover, absenteeism, disengaged employees, and hostile work environments cost an organization a great deal of $$$$!
The ever-important partnership between the manager and the employees is a critical success factor for driving results in any organization. For more information on this topic, check out Chapter Four, The Equation for Success, in my new book…A Positive Workplace Means Business! It Just Makes Cent$!
