What Could Make Your Team Resent You?

A client once shared how his boss would constantly check in on his progress—every hour, sometimes even more.

"I’d barely get started on a task before my manager would ask for an update. If I tried to take initiative, he’d step in and redo everything. It got to the point where I stopped thinking for myself—I just waited for instructions. Eventually, I just didn’t care anymore! I felt so useless!"

Or another client told me about a moment that made them rethink their entire career path.

"I worked overtime for weeks to finish a project. It was a huge success, and my boss presented it to the leadership team. But when they asked how we pulled it off, he just said, ‘It was tough, but I made it happen.’ He didn’t mention me or my team once. I felt invisible."

Do you recognize any of these?

These are more common than we’d like to admit! Micromanaging and Credit Hoarding are only two of the many mistakes that can lead to frustration, disengagement, and, ultimately, resentment within a team. But what else?

Favoritism

When leaders play favorites—intentionally or not—it destroys team cohesion and trust. Nothing feels worse to a team member than seeing the same individual consistently receive praise, the best projects, or exclusive opportunities. This kind of inequality breeds frustration and resentment, creating emotional distance among team members and diminishing motivation. Great leaders don’t just reward results but ensure everyone feels seen and valued for their contributions.

Dumping the Worst Tasks on the Same People

Nobody wants to be the team’s go-to for tedious or undesirable work. When certain individuals are always given the least exciting, high-effort, low-reward tasks, it can feel like punishment rather than responsibility. Over time, this leads to burnout and disengagement. Effective leaders balance the workload and provide equal opportunities for growth, creativity, and meaningful contributions across the team.

Unclear Goals and Shifting Expectations

Ambiguity is the silent killer of team morale. Without clear, measurable objectives, team members feel like they’re spinning their wheels without purpose or direction. Shifting priorities without proper communication only makes matters worse, leaving employees confused, demotivated, and unable to plan their work efficiently. Good leaders provide clarity and adjust expectations through open, transparent dialogue.

Ignoring Work-Life Balance

When a leader expects employees to always be available—whether it’s answering late-night emails or working through weekends—it leads to exhaustion and resentment. No one can sustain high productivity without healthy boundaries and personal time. Respecting time off and promoting work-life balance isn’t just an act of kindness; it’s an investment in long-term motivation and retention.

Blocking Growth Opportunities

Employees don’t want to feel stuck. If they don’t see a future or path for advancement within your team, they’ll find one elsewhere. A lack of development opportunities not only causes frustration but can be a quiet signal that leadership doesn’t believe in an individual’s potential. Leaders who prioritize growth—by offering mentorship, stretch assignments, and development programs—build loyalty and engagement.

Inconsistent Leadership

Nothing confuses a team more than inconsistency. One day you’re supportive and collaborative, and the next you’re critical and unavailable. Employees crave stability and predictability in their leaders. Inconsistent leadership forces them to walk on eggshells, unsure of what to expect. By being clear, predictable, and consistent in your style and standards, you create a calm and productive environment.

The Bottom Line: Great Leadership Builds Trust

It’s not high expectations that drive resentment—it’s unfairness, lack of recognition, and inconsistent behavior. The good news is that small changes can have a big impact. Self-awareness and the willingness to adjust are what separate good leaders from great ones.

Which of these do you recognize in your leadership style or workplace?