“People quit managers, not companies” is perhaps the most famous axiom in the human resources profession — and for good reason. Seven in 10 employees say they would quit a job over a bad boss, according to a 2024 LinkedIn survey.
But what, exactly, makes a boss bad? Below, we go over the most common characteristics to look out for, so whether you’re an employee, manager or company leader, you can recognize and address them before they damage your workplace’s culture.
Signs of a Bad Manager
- Micromanagement
- Poor communication skills
- Doesn’t listen to employees
- Doesn’t give feedback
- Avoids career development conversations
- Ignores workplace conflicts
- Takes credit for others’ accomplishments
14 Signs of a Bad Manager
1. Micromanagement
A micromanaging boss hovers over the shoulders of employees, involving themselves in the daily work of employees instead of trusting them to do their jobs. A micromanager is more than an annoyance; they can also hurt productivity, creativity and employee engagement. By contrast, a good manager provides their employees with guidance and support without intervening or making them feel incompetent.
2. Poor Communication
If a manager is a poor communicator, they might not share relevant information or listen to the needs of their team. Effective communication is the foundation of a healthy workplace culture, and managers should be in regular communication with their employees to see how they are doing, to coordinate team efforts and to offer guidance and resources that support the team’s work.
3. Doesn’t Listen to Feedback
It’s a bad sign if a manager is unwilling to listen to employee feedback. An employee’s ideas could benefit the company by streamlining operations or improving team relationships. A good manager recognizes the importance of employee feedback and actively seeks their team’s input on a regular basis. These conversations show employees that their voices are not only heard but valued.
4. Unclear Expectations
Leaders and managers are responsible for clearly articulating the vision of the business, the game plan for reaching company goals and the expectations for each team and employee. If employees don’t have a clear idea of what is expected of them, they might be operating from vague or conflicting information from their manager. They might also feel like the goalposts are always moving and priorities are always shifting.
5. Absence of Feedback
Feedback is crucial to employee development. Without it, an employee won’t know what they’re doing right or how they can improve. A bad manager may not provide any feedback, or they may only offer negative feedback without recognizing employee accomplishments. It’s equally unhelpful when a manager criticizes an employee without offering actionable steps they can take toward improvement.
6. Doesn’t Help Employees Grow
Employees often turn to their manager to discuss how they can learn new skills, gain new work experiences and grow their career. A bad manager may be unwilling to nurture an employee’s development, or they may selfishly want to keep a high-performing employee in their current role. A good manager, on the other hand, takes an active interest in their staff’s professional growth, and they may even create an employee development plan.
7. Avoids Conflict
Managers are responsible for creating an inclusive and respectful work environment, so it’s up to them to resolve any conflicts that arise on the team. If a manager avoids action, the conflict could hurt productivity and ultimately lead to a toxic work environment. Employees may also lose trust in the manager and question their commitment to a healthy team culture.
8. Takes Credit for Others’ Work
A bad manager might take credit for their team’s success or claim ownership of an employee’s idea. This is unethical, erodes the team’s trust and leaves employees feeling unappreciated. Good managers know the importance of employee recognition, and they use their position to highlight team members who contributed to the accomplishment.
9. Plays Favorites
A bad manager may give special treatment to their favorite employees. They may give them a better working schedule, assign them to more interesting projects or even promote them ahead of more-deserving employees. If employees sense they are playing on an uneven field, they will be less likely to go the extra mile because they see that merit takes a backseat to personal relationships.
10. Sets Unrealistic Expectations
A bad manager may set unrealistic expectations for their team, which can cause undue stress, long hours and, eventually, burnout. A good manager has a pulse on their team’s capabilities, and they may ask employees to weigh in on the feasibility of a proposed timeline. This is not only better for employee morale, but it may also lead to higher quality work.
11. Gossips and Criticizes Colleagues
If it seems like a manager is constantly gossiping or criticizing other people, the real problem might not be the other people. A manager who only has negative things to say — particularly behind another person’s back or in group settings — may be a toxic influence on the team culture. A good manager provides constructive feedback and support, creating an environment where employees have the psychological safety to share their thoughts and concerns without fear of criticism.
12. Lacks Emotional Intelligence
A boss without emotional intelligence may lack self-awareness, fail to empathize with employees or let their stress get the better of them in difficult situations. Emotional intelligence is an important leadership skill, as it can help managers better understand where their employees are coming from and how they can relate to them. When a boss has a high EQ, employees often feel seen and are more comfortable sharing their ideas.
13. Fails to Respect Boundaries
A bad manager might pry for personal information, ask employees to act unethically or contact employees outside working hours. They may also scoff at the idea of work-life balance and expect everyone to regularly work long hours. If employees feel like their work life is infringing on their personal life, they may leave for another job with more appropriate boundaries.
14. Inconsistency
A sign of a bad manager is when they tell their team one thing on one day only to turn around and tell them another thing the next day. Numerous factors might drive this inconsistency — like indecisiveness, miscommunication or poor organizational skills — but it has the same result: lost productivity and a frustrated staff.
Consequences of a Bad Manager
Higher Turnover
Bad managers drive good employees away, which is a costly problem for organizations. Recruiting, hiring and onboarding new employees takes time and money, and high turnover also leads to low morale, loss of institutional knowledge and a poor employer reputation.
Worsened Mental Health
Bad management takes a toll on the mental health of employees. More than 80 percent of employees say poorly trained managers are responsible for creating unnecessary stress at work, according to a SHRM survey. This can disrupt employees’ work-life balance and contribute to burnout. Employees may also develop a low self esteem if they have a boss who criticizes them, micromanages them or dismisses their ideas.
Reduced Productivity
A team isn’t as efficient or productive when a manager fails to listen to employees, offer feedback or set clear expectations. Employees also won’t be motivated to work hard for bosses who criticize them, play favorites or take credit for their work.
Lower Morale
Employees have low morale and job satisfaction when they feel like their voice isn’t heard or their hard work goes unrecognized.
Toxic Culture
Under bad management, employees may develop toxic behaviors, like gossiping behind each other’s backs or becoming overly competitive to gain recognition.
Poor Reputation
People talk. And job seekers don’t want to work for a company known for having bad managers, miserable employees and office politics that impede collaboration, innovation and productivity.
Frequently Asked Questions
How do you know your manager is bad?
Your manager might be bad if they have poor communication skills, avoid feedback or lack emotional intelligence. They might take credit for team wins, micromanage employees or show a lack of respect for employees’ boundaries.
What to do when your manager is bad?
Each manager and each situation is different, but in general, an employee should talk to their boss about any issues they have with their management style. This is a delicate situation due to the power imbalance, so it will be helpful to be polite, empathetic and solutions-oriented when offering feedback. If the manager reacts unprofessionally, the employee might consider contacting your human resources department.
