Sometimes, the biggest challenge isnt the workload or office politicsits your boss.
A great leader can help you do your best and grow as an employee.
Unfortunately, not everyone does this well; some are even downright toxic.
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“Toxic bosses do not consider the well-being or the professional growth of their employees,” saysDr.
Paul Losoff, PsyD, a clinical psychologist at Bedrock Psychology Group.
How your boss leads can sometimes mean the difference between loving or dreading your job.
Knowing how to spot the red flags of a toxic boss can save you a lot of stress.
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Signs of a Toxic Boss
Experts have proposed several definitions of toxic leadership.
According to one definition, key characteristics include self-centeredness, ethical failures, incompetence, and emotional volatility.
Poor bosses can trigger the gamut from bullies to micromanagers to poor communicators.
So, what are some of the top red flags of a toxic boss?
Such criticism can chip away at your self-esteem and make you doubt your ability to perform your job well.
In some instances, a toxic boss might use such criticism to belittle people.
They tear others down as a way to protect their position at the top of the hierarchy.
Jolie Silva, PhD, a clinical psychologist and chief operating officer at New York Behavioral Health.
Remember, a good boss gives well-rounded feedback.
Supportive leaders help build you up instead of tearing you down.
This kind of behavior is a glaring red flag of a toxic boss.
Stealing the credit for other people’s work indicates a lack of integrity.
This behavior also contributes to a toxic work culture where you feel unappreciated and undervalued.
It’s demoralizing and makes it hard to put your heart and soul into your work.
A great boss knows that successful team members are the mark of a great leader.
They are eager to recognize your efforts, reward your success, and allow you to enjoy the spotlight.
They Dont Respect Their Team
Healthy work relationships are rooted in respect and trust.
Such behavior is often a sign that they don’t value you as a team member.
“This can heighten anxiety, diminish motivation, and prevent employees from developing their full capabilities.”
At worst, it can create a sense of anxiety and intense pressure that becomes utterly overbearing.
This can create a tense dynamic that pits employees against one another.
Such leaders have a “my way or the highway” approach to management.
These bosses can be toxic simply because they are not interested in giving direction or taking responsibility.
All of these extremes can cause feelings of insecurity and instability leading to mental unwellness.
While you might be tempted to quit, that isn’t always necessary (or possible).
In particular, be sure to note instances of unfair criticism, credit-taking, or inappropriate behavior.
Set Clear Boundaries
Establishingboundarieswith a toxic boss is an important step for protecting your mental health.
Suggest Solutions
Dr. Washington suggests looking for ways to propose changes to your boss’s toxic behavior.
For example, you might need more consistentfeedbackon your performance or prefer it in a different format.
Don’t gossip about your employer’s behavior with others.
Stay calm during interactions and avoid lashing out when your emotions are high.
Another option is to talk to your employer about other opportunities that might be available within your organization.
You might feel like they are always checking up on you.
They demand frequent updates and give you excessively detailed instructions for even the most basic, minor tasks.
They don’t bother to acknowledge your work and ignore the contributions that you’ve made.
They end up looking good to others while leaving you ignored.
This can be devastatingnot only for yourself-esteembut also for your ability to advance your career and gain professional recognition.
Takeaways
Chances are that you will encounter several types of bosses over the course of your career.
Some will be great, but having a toxic boss can be a major professional obstacle.
Start by paying attention to their behavior and be aware of red flags that can indicate a problem.
An empirical examination on the effect of leaders' credit claiming on employees' work outcomes.Front Psychol.
2021;36(4):533-551. doi:10.1007/s10869-020-09700-9
