How to be a bad manager

The psychological impact of a bad manager is a critical issue in organizational psychology or that's what my professors taught me. There's enough scientific research and statistical evidence that provide an extensive understanding of how poor management practices can detrimentally affect both individual employees and the organizational culture. Are you interested in how to have a terrible impact on a team? Keep reading.

Increase stress and loose trust

Begin by closely monitoring every minor task your team undertakes. Remember, trust is overrated, and surveillance and micromanagement are key here. You have to ensure that your team feels your constant, presence, second-guessing every decision they make. This not only suppresses creativity but also ensures a delightful and certain increase in stress levels. According to a study published in the "Journal of Occupational and Environmental Medicine," individuals who rate their managers poorly exhibit significantly higher stress levels, as evidenced by elevated cortisol levels. This stress is not just a momentary issue but it can lead to chronic conditions, impacting mental health and physical well-being. The American Psychological Association highlights that nearly one-third of employees experience chronic work stress, with poor management being a significant contributor.

Forget about feedback and communication

Gallup's research reveals that half of the employees have left a job at some point in their career to escape a bad manager, underscoring the pivotal role managers play in retention. Furthermore, managers account for up to 70% of the variance in employee engagement scores, demonstrating the profound impact leadership has on organizational commitment and productivity.

Resist and blame

The long-term effects of working under poor management extend to physical health, with a landmark study in the "British Medical Journal" showing a higher incidence of heart disease among employees subjected to subpar leadership. Work-life balance is a myth perpetuated by the unmotivated. Home office?! Excuse me?! View any new idea or suggestion for improvement with suspicion and disdain, wfh included. Moreover, don't forget when things go well, to make sure to take all the credit. After all, nothing happens without your say-so, right? That's why you're in charge. Conversely, when things go bad, be swift in assigning blame accordingly. Yes, it is your team but they're their own people, why should it be your fault?!

Let's finish this.

The "Journal of Organizational Behavior" suggests that negative leadership behaviors such as excessive criticism and lack of support can limit employees' willingness to engage in creative risk-taking, thereby obstructing innovation and organizational growth.

It's evident that poor management practices can lead to increased stress, diminished job satisfaction, health issues, reduced creativity, and higher turnover rates. We've all had a mad manager who pushed us too far and we had to leave what we now refer to as a toxic workplace. So if you think that there's nothing wrong with this article, please go seek professional help. Please.