5 Signs of Toxic Management

You might not realize it, but even with the best intentions, it’s easy to fall into toxic management patterns.

What starts as small habits or unconscious biases can spiral into patterns that erode trust, engagement, and morale. Recognizing the warning signs early is key to preventing deeper issues within your team.

According to McKinsey , toxic workplace behaviour is a major driver of negative employee outcomes like burnout and disengagement.

In fact, one in four employees report high rates of toxic behaviour at work. These patterns can creep in without most leaders even being aware of how their behaviour is affecting the team.

That’s why in today’s newsletter, I’ll dive into five key signs your management style might be slipping into toxic territory—and, more importantly, how to address them before they impact your team’s well-being and success.

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5 Signs of Toxic Management - and How to Turn It Around

Toxic management can quietly creep in, even for leaders with the best intentions.

In this section, I’ll walk you through five subtle yet damaging management behaviours that might be undermining your leadership—and more importantly, provide actionable steps to shift your approach, fostering a healthier, more productive team culture.

1. Micromanaging?

Leaders who micromanage believe that controlling every detail is the only way to ensure results. But this habit stifles innovation, creates unnecessary stress, and sends the message that you don’t trust your team’s abilities. Over time, this can lead to disengagement and burnout as employees feel they have no autonomy.

How to Turn It Around

• Identify tasks that can be delegated and assign them to team members based on their strengths.
• Instead of constant oversight, establish regular milestones and checkpoints where team members can update you on their progress. This provides structure without micromanaging.
• Ensure your team has the necessary resources and support to complete their tasks. This includes access to tools, training, and information they might need.

Reflection: what tasks can you delegate without hovering? Trust your team and watch them grow.

2. Lack of clarity

Busy leaders can sometimes forget that their team needs clear direction just as much as they do. When communication becomes vague or inconsistent, it creates confusion and frustration. Many leaders assume their team understands expectations without explicitly outlining goals or providing feedback. This lack of clarity leads to mistakes and a work environment where employees feel too uncertain or hesitant to ask questions or raise concerns.

Over time, this communication gap can erode trust and productivity, making team members feel disconnected and undervalued.

How to Turn It Around

While these strategies may seem simple, they are highly effective in improving communication and can make a real difference.

• Set up clear communication channels, such as regular team meetings, project management tools, and instant messaging platforms. Ensure everyone knows where to find information and how to communicate updates.
• Clearly outline your expectations for each project or task. Use written documents, such as project briefs or checklists, to ensure everyone understands their responsibilities and deadlines.
• Schedule regular one-on-one meetings to provide both positive and constructive feedback. This helps team members understand what they are doing well and where they can improve.

Reflection: are you giving your team clear and actionable feedback, or are you leaving them to guess what you need?

3. Ignoring Emotional Intelligence?

A leader who neglects emotional intelligence may dismiss the emotions of their team, focusing only on tasks and outcomes. This type of management can create a cold, transactional environment where employees feel undervalued.

Ignoring the emotional component of leadership results in high turnover and low morale, as team members don’t feel supported in their challenges.

How to Turn It Around

• When a team member speaks, give them your full attention. Avoid interrupting and show that you are listening through nodding or verbal affirmations. Summarize what they’ve said to ensure understanding.
• Recognize and validate the emotions behind your team members’ words. For example, if someone expresses frustration, acknowledge it by saying, “I can see that this situation is really frustrating for you.”
• Take time to understand the emotional dynamics within your team. Pay attention to non-verbal cues such as body language and tone of voice to gauge how team members are feeling.

Reflection: are you attuned to your team’s emotional needs, or are you solely focused on tasks and outcomes?

4. Playing Favorites?

Playing favourites—or even the perception of favouritism—can breed resentment among team members. Leaders might unconsciously give more opportunities, recognition, or leniency to certain individuals, leaving others feeling overlooked and undervalued.

This dynamic fosters a toxic, competitive atmosphere where employees are pitted against each other instead of collaborating.

How to Turn It Around

• Develop clear, objective criteria for assigning tasks, promotions, and rewards. Ensure these criteria are transparent and communicated to the entire team.
• Regularly rotate key responsibilities and opportunities among team members to ensure everyone has a chance to showcase their skills and grow.
• Regularly reflect on your interactions with team members. Ask yourself if you are giving everyone equal opportunities and adjust your behaviour if necessary.

Reflection: are you inadvertently giving certain team members more attention or opportunities? How can you create a more balanced environment?

5. Resisting Feedback?

Toxic managers often refuse to take responsibility or listen to feedback. They see themselves as above reproach and may react defensively when challenged.

This behaviour shuts down dialogue, discourages innovation, and creates a culture of fear, where employees are afraid to speak up for fear of retaliation.

How to Turn It Around

• Actively seek feedback from your team through regular surveys, suggestion boxes, or one-on-one meetings. Ask specific questions about your leadership style and areas for improvement.
• Ensure that your team feels safe to provide honest feedback without fear of retaliation. Make it clear that their input is valued and will be used constructively.
• When receiving feedback, listen without interrupting, thank the person for their input, and reflect on what they’ve said. Avoid defensive reactions and show appreciation for their honesty.

Reflection: when was the last time you asked your team for feedback? Are you open to hearing what you can improve?

Final Considerations

Toxic management doesn’t happen overnight—it creeps in slowly, often without us realizing it.

But the great news is that it can be turned around with intention and awareness.

By recognizing these toxic behaviours and committing to change, you can create a thriving, healthy environment where your team feels empowered to do their best work.

Leadership is about growth—both yours and your team’s. ?

When you prioritize trust, empathy, and clear communication, you’ll not only foster a better work culture, but you’ll also achieve greater results!

So, take a moment to reflect.

How are you showing up as a leader today, and what can you do to be the leader your team needs tomorrow?

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About Mireille Bergraaf

Mireille Bergraaf MCC ESIA is an internationally accredited ICF Master Coach (MCC) with over 10+ years of experience in coaching, leadership, and spirituality. She specializes in empowering leaders to cultivate empathy and compassion through coaching skills.

Mireille is the founder of Dutch Leadership Development (DLD), a leadership development company that works at the intersection of spirituality and business and focuses on cultivating coaching cultures within organization.

Mireille advocates for integrating spirituality in businesses to promote empathy, compassion, kindness, and integrity in teamwork.

She guides companies to cultivate coaching cultures within their organizations. Coaching cultures promote trust, open communication, welcoming challenges for growth, embracing diversity, team engagement, supporting creativity, and thinking beyond individual interests to contribute positively to the world.