How Bad Management Sets You Up For Failure

Dramatic? Ok, maybe a little. But if you’ve ever fallen victim to poor management, or have had to endure a string of toxic bosses throughout your career, then this may very well resonate with you.

If you are a manager or business owner, it’s crucial that you understand how poor management (and even a single bad manager) can have serious repercussions for your employees and your bottom line. Poor management is one of the leading causes of workplace dissatisfaction, high turnover rates, and low morale - all of which lead to decreased productivity and increased costs. But what exactly constitutes bad management? Let’s look at some common examples of bad management that can set your employees up for failure. 

First and foremost, bad managers lack communication skills. They tend to give orders rather than provide direction, ask questions rather than listen to answers, and make demands without considering the abilities or feelings of their employees. This leads to confusion on the part of their workers and creates an environment in which everyone feels resentful and unappreciated.

Another hallmark of poor management is that tasks remain unfinished or are completed poorly because there was not enough team collaboration or planning involved in getting them done. This results in wasted time, resources, and ultimately money; something every business owner wants to stay away from.

Similarly, and often overlooked, organizations that have managers who are inherently insecure, and/or are just “doers” or box-checkers, can create a toxic work environment. Team morale plummets and there is little-to-no productivity. Creativity and innovation also become stifled as those who seek growth and upward mobility begin to feel that their skills and contributions don’t matter. While there is certainly a time and a place to just “do,” one of the reasons that managers are put into their position, is to lead, not simply execute. Ultimately, a boss who only takes orders without further thought, consideration or sharing alternative perspectives will lead to stagnancy and lack of growth for any direct reports, as well as for the organization as a whole.

Finally, micromanaging also falls under the umbrella of bad management. Micromanaging tends to occur when a manager constantly checks up on an employee’s work without giving them the autonomy they need to get things done efficiently themselves. This often leads to frustration among employees as they feel like they cannot do their work without constant supervision, as well as a lack of trust – which, if either are the case then why even hire them in the first place? 

It should be noted that these aren’t the only signs of poor management; any activity by a leader that makes their subordinates feel undervalued, taken advantage of or disrespected could easily be deemed “toxic management.” The key is for managers (of any organization) to strive towards creating a culture where everyone feels supported and treated as equals - this will go a long way towards fostering employee satisfaction as well as improved performance in general.

Both employees and businesses alike don’t want to have bad managers and unfortunately, many bad managers don’t even know they’re bad! The good news is that there are plenty of opportunities to change the narrative, however; companies, HR, People Operations, and individual employees need to be willing to have the tough conversations when the warning signs of a bad manager have been identified.

Now that you’re aware of all of the symptoms of a bad manager, find out What Makes a Good Manager and Memorable Leader