8 Toxic Behaviours

My manager is constantly micro-managing and it’s driving me nuts. I think it’s time to leave.,” said a friend of mine recently…

And it certainly wasn’t the first time I heard that, nor the last time.

Toxic management is like a slow poison; it might not be visible immediately, but over time, it erodes the very foundation of an organisation’s culture, stifling growth, creativity, and ultimately, its success.


I’d hate to leave you with a list of negative behaviours – so here’s what managers should strive to do instead (i.e. the opposite):

EMPOWER EMPLOYEES: Encourage autonomy and trust employees to take initiative, fostering innovation and job satisfaction through ownership of their work.

SHARE INFORMATION TRANSPARENTLY: Keep lines of communication open, sharing necessary information to ensure everyone is aligned and can contribute effectively to the team’s goals.

VALUE EMPLOYEES HOLISTICALLY: Recognize employees as individuals with unique contributions, promoting a culture that values personal well-being alongside professional achievements.

SERVE AS A GUIDE: Understand leadership as a behaviour focused on guiding and inspiring others, not just holding a position of authority.

TREAT EVERYONE EQUALLY: Ensure all employees feel valued by offering equal opportunities for recognition and advancement based on merit, fostering a fair and inclusive work environment.

UNITE AND STRENGTHEN THE TEAM: Foster a collaborative environment that encourages teamwork, strengthening trust and cooperation among team members.

BE ACCESSIBLE AND SUPPORTIVE: be available for guidance and feedback, supporting employees’ growth and addressing issues promptly to enhance job satisfaction and team cohesion.


What’s your take – is toxic management behaviours just an odd occurrence, or more prevalent?