This is his attempt to assert dominance and show that he knows more than her. Gaslighting is used to make the victim doubt their thoughts, experiences, memories and perceptions, which leads them to question their sanity.
For example, the toxic CEO I worked for would challenge my perspectives and lash out at me when I tried to stand up for myself against his mistreatment. Rather than hear me out, he became reactive and turned it on me or pretended it never happened.
This left me questioning the situation and fearful to bring up any other concerns. That same CEO never communicated his expectations leaving me to anticipate what he wanted. I did my best to meet his expectations despite not knowing what they were but instead faced a lot of harsh personal attacks.
Traditionally, managers used intimidation to evoke fear from their employees. The reality is, intimidation and fear have the opposite effect.
Toxic managers are quick to punish employees for making mistakes rather than coaching them through it. Toxic managers avoid acknowledging their mistakes or accepting responsibility for them. Instead, they blame others to deflect accountability. Contrarily, that same manager expects accountability from their employees. However, their lack of accountability shows employees that managers are exempt from owning up to their own mistakes.
This is how toxic leadership perpetuates. He hired a Marketing Manager to oversee the strategy and department. However, because he was used to dealing with marketing previously, he actually found it incredibly hard to let go and ended up micromanaging, unable to let a decision be passed without his say so. The difficulty with this was that he was so busy that he was actually extremely hard to get hold of.
Not only this but he was also extremely aggressive in the way he communicated and never praised the successful work undertaken. Their work was no longer enjoyable and they began looking for alternative employment. The Manager in question employed various other employees in different roles throughout the business and had a similar effect, until the major investor demoted the Manager into a sales role and he no longer has a team beneath him.
The team and company is now thriving — A fantastic leader is now in place, who is nurturing each and every employee. As a consequence, employee turnover is lower, motivation hugely increased, staff are much happier and productivity optimised. Sometimes, support and training is all that is required.
Next week we will feature an article which offers guidance on how to deal with bad managers. In the meantime, should you have any need for HR support, please contact us on or send an email to enquiries peepshr.
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This website uses cookies for reasons of functionality and statistical analysis to enhance your experience, please view our Privacy Policy to find out more. If you consent to this use of cookies, please click "Yes, I agree. The impact of bad managers. This will also worsen if the manager does not give credit to their team while also taking all the credit for themselves. They will see only one way to accomplish a task and will not value the input of others. They over-delegate and over-assign.
You should hire a team you trust to do the work and give them the freedom to carry it out. Micromanaging leads to a lack of motivation and creativity! The best way to avoid micromanagement is to set up clear KPIs.. The 1 role of a manager is to grow people, and when you solve a problem for them nobody grows. The junior will do the work, but everything needs to be funneled through to the manager for approval — which is ok on some things, but when a manager refuses to let anything go without approval, it results in bottlenecks.
Managers need to be able to trust the people they employ to do their work correctly. They may feel that employees who are very successful are a threat, and so place greater emphasis in trying to catch them doing the wrong thing. However, when this results in them promoting their work over others, giving more weight to their opinions, or giving more assistance, it crosses the line. Other team members are quick to notice and can easily become disengaged as a result.
Staff can feel really unmotivated if they have a manager with favourites; it means their hard work goes unnoticed. Showing favouritism towards specific employees also leads members of the team to feel frustrated with the company dynamic when it comes to completing deadlines and making complaints about those certain members of staff.
This can lead to confusion amongst team members and work not getting done if no one understands that the tasks are their responsibility. There could be a lack of teamwork that is needed in order to complete a project. It is important for managers to know the difference between overworking their employees and challenging them. It is important for employees to be resourceful and learn their own way through a project, but it is also vital to show them the vital resources.
It also requires the ability to show empathy, recognize and influence the emotions of others. A poor manager lacks this skill. This causes lowered productivity and a higher turnover rate.
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