My worst managers were women. I’m doing everything I can to not be one.

Many of us have encountered bosses who have turned our work lives into a nightmare, prompting some to switch jobs or even careers. Bad bosses play a significant role in employees leaving their positions. According to a 2023 survey conducted by The Muse, 34% of respondents cited "an increasingly toxic workplace culture" as the reason for leaving their current roles, while 26% attributed it to "lack of flexibility or changing policies around WFH/Remote work." As leaders, we are responsible for shaping workplace culture and making decisions that affect our teams. Toxicity in the workplace can also emanate from fellow employees.

So, beyond a toxic culture and inflexible leadership, what characterizes a bad manager? The reasons are consistent across various research studies. Have you ever encountered the following?

1. Micromanagement: While oversight is essential, excessive micromanagement damages trust between managers and their teams.

2. Lack of Management Flexibility: Leaders must adapt their styles to meet the diverse needs of their teams, rather than applying a one-size-fits-all approach.

3. Lack of Ownership: Blaming the team for mistakes instead of taking responsibility erodes trust and promotes a hypocritical environment.

4. Lack of Focus: Prioritizing everything makes nothing a priority, leading to confusion and a lack of a clear vision.

5. Lack of Respect for the Team: Feeling undervalued because of a leader's disrespect can lead to dissatisfaction among team members.

6. Poor Communication: Ineffective communication can result in unclear instructions, inconsistency, and reduced productivity.

7. Neglecting Team Development: Employees prioritize personal growth, but when leaders fail to prioritize it, it can hinder their development.

Reflecting on my personal experience, it's essential to note that bad managers can be both male and female. However, in my recent roles, female leaders exhibited micromanagement, lack of ownership, lack of focus, disrespect, poor communication, and bullying behavior. This could be attributed to the pressure women often feel to prove themselves, creating toxic habits that affect their teams.

On the flip side, bad male bosses also exist, exemplified by incidents like public humiliation over minor errors and neglecting employees' needs. However in my personal career, the best leaders, in terms of growth, perspective, and recognition, have been male. These experiences span a 20-year career.

Despite negative experiences, I made a personal commitment to become the manager and leader employees need. I’ve taken several actions over the years:

1. Encouraging Mistakes: Embracing mistakes as learning opportunities builds trust and reduces team anxiety.

2. Prioritizing Employee Development: Focusing on individual employee growth by addressing their desired skills and providing regular check-ins.

3. Defining a Clear Vision: Outlining future opportunities, roles, and career paths within the team to guide employee growth.

4. Taking Responsibility: Owning up to mistakes and actively addressing them sets an example for the team.

5. Trusting Employees: Trusting team members to perform their tasks without excessive micromanagement fosters a sense of responsibility and mutual trust.

Being a manager is challenging, but it comes with rewards, especially when witnessing employees grow and thrive in their careers. Success as a leader is not about being the favorite manager but about offering opportunities for employees to become valued contributors. Building positive relationships through trust, communication, and genuine care for team members can prevent you from being labeled a bad manager.