Being a manager is no cakewalk. It’s a balancing act of getting results while also making sure your team doesn’t dread your emails. But sometimes, without even realizing it, you can turn into a manager people quietly vent about during lunch breaks. No one, no one that atleast I have ever seen in the last two decades, sets out to be the manager everyone secretly hates; but it happens. And often, it happens because well-intentioned leaders are blind to their own behaviors. And this doesn’t apply to folks who are rude, mean, arrogant, dont care about people; they better fix it before reading the one mentioned below. For me, such folks become an organisational concerns over a period of time and you can only use authority to fix them once it is too late.
So, how do you know if you’re venturing into the “I don’t like my manager” kind of manager category? Here are five most common red flags, sprinkled with some hard-earned wisdom (including self experience) and a dash of humor (sarcasm actually).
1. The Helicopter Parent
Remember when your parents used to hover over you while you were doing your homework? Some of you might even remember their finger scrolling through your homework notebooks. Yeah, not fun. Micromanaging is the workplace equivalent of that. It’s the constant checking in, the nitpicking over every detail, the complete lack of trust in your team’s abilities. It sends out a message that “I don’t think you’re capable of doing this without my constant supervision” or, “I don’t trust you.” And, that’s a vibe no one enjoys.
It crushes morale, stifles creativity, and makes people feel like they’re working for a robot, not a human being.
There is this infamous billionaire who sent out an email to all his employees asking them to CC him on every single email and meeting? Yeah, thats kinda textbook definition of micromanaging.
How to Fix It:
Take a step back. Delegate effectively with clear instructions and expectations, and give your team the autonomy to make decisions. And after that… back off. Trust your team to do their jobs. Offer support when needed, but don’t breathe down their necks. You hired them for a reason, correct? Let them do it.
2. The Credit Hogger
This is the manager who takes all the credit for their team’s accomplishments. They bask in the glory while their team members toil in the shadows. It’s a classic case of “all bark and no bite,” except in this case, the bark is about their own brilliance, not the team’s.
How to Fix It:
Share the credit. Start mentioning it in those Zoom or Teams calls. Publicly praise your team’s achievements in team meetings. Make it clear that their success is your success. A little recognition goes a long way. Remember, leadership is about lifting others up, not standing on their shoulders.
3. The Inconsistent Communicator
Imagine playing a sport where the rules change every five minutes. Frustrating, isn’t it? That’s what it’s like working for an inconsistent communicator. They give unclear instructions, change priorities without notice, and leave their team constantly guessing. This creates chaos, confusion, and a general feeling of unease.
How to Fix It:
Communicate clearly and consistently. In situations where you are not sure about the deliverables as the task might be new for you as well, work on a small piece of the larger task or project and then decide on how you see things shaping up and accordingly communicate it to the team. Set clear expectations, provide regular updates, and be transparent about any changes. Consistency breeds trust and stability.
4. The Emotionally Unavailable Boss
This is the manager who is emotionally detached, unresponsive, and seemingly incapable of empathy. They treat their team like cogs in a machine, not like human beings with feelings and needs. They are like a brick wall with a desk. They don’t celebrate successes, they don’t offer support during difficult times, and they certainly don’t engage in any meaningful conversations.
How to Fix It:
Show some humanity. Be approachable, listen actively, and show genuine interest in your team members’ well-being. A little empathy can make a huge difference. And for the millionth time, remember, ‘people don’t leave companies, they leave managers’.
5. The “My Way or the Highway” Manager
This is the manager who believes they are always right. They stifle creativity, discourage feedback, and create a culture of fear. They are like Joffrey Baratheon ruling with an iron fist.
Their mantra is “my way or the highway,” and they’re not afraid to use it.
How to Fix It:
Embrace collaboration. Value diverse perspectives, encourage feedback, and be open to new ideas. Often, you may not have all the answers; but your team has valuable insights to offer.
These examples are cautionary tales, reminding us that leadership isn’t just about achieving results; it’s about how you achieve them. It’s about treating people with respect, empathy, and understanding. It’s about building trust, inspiring innovation, and, most importantly, making people feel valued.
So, take a moment to reflect on your own management style. Are you exhibiting any of these red flags? If so, don’t worry. Awareness is the first step to change. By making a conscious effort to improve your communication, showing empathy, and building trust; you can transform yourself from the boss everyone secretly hates into the leader everyone admires. And trust me, that’s a much more rewarding place to be.
This article was first published on Medium on 24th January 2025. Here is the link – https://medium.com/the-people-room/are-you-the-boss-everyone-secretly-hates-e201db54b814
