4 Steps HR Can Take to Solve the Toxic Manager Problem
- Bahar Önderol
- Apr 19, 2024
- 3 min read
It is no secret that great leaders inspire their teams. But what about managers who use their power destructively? According to Gallup data, 70% of the variance in team engagement is determined solely by the manager's attitude and behaviors. Looking at employee data makes the severity of the picture even clearer:
65% point to their manager as the main source of workplace stress.
75% believe that their manager is the root cause of their alienation from the company.
Research reveals that working with a toxic manager causes more stress and anxiety for employees than "being unemployed."
These individuals, whom we call the toxic manager, cause the most talented names in their teams to either resign or psychologically drain them, driving them to "quiet quitting." Almost everyone has crossed paths with a manager who exhibits harmful behaviors at some point in their career. If you are working with such a manager, I recommend the book "How to Manage Difficult People" by François Lelord and Christophe André. This book offers insightful guidance on managing the behaviors of challenging individuals in professional life.
The hardest part is that these toxic managers are usually unaware of the destruction they create within the organization. Those who are aware often justify their manipulative behaviors under the guise of "achieving company goals" and avoid seeking help.
The toxic manager profile continues to exist in the corporate world despite its undeniable negative effects. So, why are these destructive individuals allowed to gain power in organizations? Why do companies turn a blind eye to these toxic behaviors? The answer is the top management's inability to see the situation transparently (or choosing not to see it) and using the need for short-term business results brought about by these toxic managers' aggressive methods as an excuse.
The toxic manager problem is a widespread crisis that eats away at an organization's reputation and productivity from the inside. In the process of building a healthier and more productive work environment, the most key transformational power lies in the hands of human resources (HR) professionals. Here are 4 steps HR can take to solve the toxic manager problem:
1️⃣ Building a Culture of Psychological Safety: Create a culture of psychological safety where employees can comfortably voice their concerns and report toxic behaviors without fear of retaliation. Keep a pulse on employees with anonymous feedback channels and regular pulse surveys that make communication transparent.
2️⃣ Providing Training and Coaching Support: Before directly dismissing managers who exhibit toxic attitudes, offer them personal development opportunities. With executive coaching and leadership training, create a space for them to confront their destructive tendencies, develop their empathy skills, and become true leaders.
3️⃣ Enforcing Sanctions Resolutely: If the manager continues to exhibit toxic behaviors despite all warnings, it is critical that sanctions come into play. Regardless of their position or the revenue they bring, show your determination that no one is above the company values and code of conduct.
4️⃣ Providing Support to Affected Employees: Restoring the psychological well-being of employees harmed by the environment created by a toxic manager should be one of HR's priorities. Provide therapy, mentoring services, or listen to your employees through open communication sessions and make them feel they are not alone.
The way to purify organizations from toxic effects and transform them into productive spaces that will reveal their potential passes through the visionary leadership of HR. By implementing these strategies, you can initiate a lasting change in your organization towards promoting positive leadership styles and ensuring psychological safety.
