Bad employee or bad boss?

If an employee is underperforming, you may want to evaluate their manager’s performance. Management directly influences employee performance. Rather than letting the employee go, encouraging a more hands-on leadership approach might make a difference. Employees who view their superiors positively tend to be more engaged in their work.

By contrast, employees who feel unfairly treated or that their leaders are disengaged are likely to be less productive. For example, an employee might miss a deadline due to some fault of their own or because of a lack of clear instruction. In the latter case, it’s unfair to place full blame on the employee. It’s cause for their leaders to face an evaluation.

8 bad leadership traits

Are you worried that you or one of your managers might be exhibiting signs of poor leadership? Here are eight characteristics of bad bosses to look out for.

1. Lack of positive reinforcement

Ideally, bosses should praise and acknowledge employees’ hard work. This lets them know that they did well and encourages them to give more of the same in the future. Without that positive reinforcement, there’s no difference between performing well or poorly. Creating a culture of appreciation helps employees feel that their work is meaningful.

What to do:

• Make positive reinforcement a management mantra
• Develop recognition programs to thank employees for their achievements
• Offer special monthly rewards (gift cards or extra vacation time)
• Encourage a culture of appreciation with positive reinforcement

2. Lack of honesty

One sign of a bad boss is breaking their own rules or lying for their own benefit. It’s the leaders’ duty to act and behave in ways that reflect positive company values. Employees model their leader’s behavior; they won’t act ethically if their superiors don’t.

What to do:

• Don’t make exceptions to the rules for yourself
• Act in ways that positively reflect the company
• Never lie to employees and maintain an honest policy
• Treat every employee with respect
• Be friendly and professional

3. Poor communication skills

Communication is an essential leadership skill. Ideally, bosses communicate clear workplace expectations, leaving zero doubt about duties. This saves time and keeps everyone on the same page. One of the most damaging bad boss characteristics is neglecting to communicate expectations clearly and concisely.It leaves employees feeling uncertain and out of place and slows company productivity.

What to do:

• Provide clear and concise expectations
• Set measurable, achievable goals
• Evaluate employees often to ensure they’re meeting expectations and are clear about their role
• Be approachable and transparent so employees feel comfortable asking for help
• Host question-and-answer sessions to give employees a platform to voice concerns

4. Tendency to take credit for others’ work

Bad bosses might take their employees’ ideas to superiors and present them as their own. This can often result from insecure leadership and feeling intimidated about being overtaken. Regardless of the reasons, it’s unfair to hardworking employees, and it may discourage them from posing new ideas in the future.

What to do:

• Deal with your insecurities and don’t feel threatened by others’ hard work
• Give credit where credit is due
• Recognize that part of being a leader is to extract value from others
• Don’t tolerate intellectual theft

5. Tendency to conceal mistakes

Managers have a lot of responsibility on their plate, which may lead them to conceal their mistakes. Nobody wants to come across as incompetent, and managers amplify this truth. To veer attention away from their own wrongdoing, they may point out faults in others. This is known as creating a “red herring.” It involves causing a distraction so their own wrongdoing gets lost among the noise. Strong leaders should assume accountability, regardless of the consequences.

What to do:

• Take responsibility for your actions
• Be prepared to be wrong sometimes; it will earn you more respect
• Know that nobody is perfect, not even you
• Don’t pick faults with others to distract people from your mistakes

6. Harbors bias toward minority groups

Some managers may hold implicit biases about certain groups, leading them to hire a homogenous team. Having a diverse team can be beneficial to businesses as it allows for different viewpoints. When it comes to problem-solving, it helps to have voices from various backgrounds. Avoiding hiring from minority groups may make other employees feel like they’re working in a closed company culture.

What to do:

• Understand how a diverse workforce can foster creativity and better problem-solving
• Be willing to promote workplace diversity and inclusion
• Respect each person for their unique identity and contributions
• Adopt a blind hiring process when onboarding employees to eliminate bias
• Grant equal opportunity to employees of all backgrounds

7. Resistant to change

One quality of a successful leader is the ability to adapt to change. In today’s fast-paced world, change is constant, and those who are resistant to it are likely to fall behind. Leaders who resist adapting may cling to outdated ideas and procedures, even when they are no longer effective. Additionally, a leader who is resistant to change may have difficulty making decisions. This can lead to frustrated and resentful team members that feel their leader is ignoring their suggestions.

What to do:

• Strive to stay open-minded and be willing to try new things
• Encourage team members to share their ideas
• Be receptive to feedback
• Study changing markets to understand why change can be valuable

8. Overly sensitive to criticism

Sensitivity to criticism prevents leaders from hearing constructive feedback that could help improve their performance. Also, reacting defensively can damage relationships and undermine trust. It’s also not proactive to ignore legitimate concerns put forth by others. It can signal to employees that they don’t care about their opinions. Leaders who are too sensitive to criticism may therefore find it difficult to lead their team or organization effectively. Also, employees won’t respect them.

What to do:

• Try to maintain a healthy perspective on criticism
• Learn better emotional regulation and avoid reacting defensively
• Actively seek constructive feedback from trusted sources
• Use feedback as an opportunity to learn and grow

Frequently asked questions

How do I identify bad bosses?

Look out for the characteristics of bad leadership listed above. It can also be helpful to let your employees give anonymous feedback about their superiors. This will give you an idea of how employees perceive their managers.

How should I deal with bad managers?

First, give them critical feedback about their performance. Remember, you’re also a leader and should act with fairness and authenticity. You might want to sit with them privately and tell them how their behavior affects the team. Give them tips on how they can improve. Let them know that you won’t tolerate continued bad leadership.

Should I fire a bad boss?

Firing them immediately might be a bit extreme, and it could cause more problems than you bargained for. It’s worth giving them a chance to rectify their behavior first. If the problem persists despite warnings and advice, reevaluate whether letting them go is the best action.

How can I protect employees from bad managers?

Provide training and development opportunities for managers to help them improve their skills and become more effective leaders. Additionally, employers can create clear expectations and policies regarding management behavior. This can ensure that they hold managers accountable for their actions and treat their employees fairly. Employers can also encourage open communication between managers and employees to build trust.