This text is based on an article on the BMM Magazine website.
Lack of empathy and bloated ego
The first step to creating a toxic manager is a overinflated ego. This can happen in a variety of ways: the manager likes their new position, receives positive feedback from higher management, or simply has the birthright to do so. At all events, this situation leads to a lack of empathy towards subordinates and the manager ceases to be able to see things through the eyes of team members.
Loss of contact with daily events in the team
Another reason for a manager turning toxic is loss of contact with the daily happenings in the team. The manager delegates all routine tasks to subordinates, disregards what these subordinates tell them about their work, and loses track of what is actually going on. Any criticism or objections from subordinates, as well as suggestions for improvement, are then perceived by the manager as weakness or unnecessary complaining.
Too little control of the manager by higher management
If the situation reaches a point where the manager can be considered toxic, higher management has already failed long since. It should intervene as soon as possible and direct or demote such a person. The problem is often that management does not want to listen to regular employees, or offers no channels via which they can draw attention to the team leader's behaviour. So no action is taken and the atmosphere becomes toxic not only within the team, but throughout the company.
Selecting subordinates who do not oppose the manager
In the long run, the situation leads to the manager selecting only employees who will tolerate this behaviour. The manager's toxic behaviour is thus reinforced by the fact their subordinates usually do not speak up and just suffer in silence. The result is that problem then becomes long-term and difficult to solve.
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