Toxic Boss

In 2009 Google set out to conduct one of largest studies of its kind on management behavior, reports that Google’s People Innovation Lab spent a year pouring over data about its own managers. From appraisals to nominations for top manager awards, the researchers were then able to figure out the differences between the best and worst managers.

In a perfect juxtaposition, the research was able to identify eight behaviors that made Google’s best managers so successful. The exact opposite was true of what made a boss toxic in the workplace. The study also indicated those who exhibited these behaviors were often unaware that they were indeed toxic.

Answer yes to one or more of these and you could be a toxic boss, according to Google.

You find yourself frustrated when you have to coach an employee on a skill. The most highly rated managers are ones who coach their employees effectively. 

You feel you must double-check every employee’s work.

Rather, instill confidence and trust in your team than micro-manage them.

• You have no desire to know anything about your employees other than whether they’re doing their job right.

Emotional intelligence is one of the highest indicators when it comes to successful management.

• You feel constantly behind and split in too many directions. 

This is a sign that you can’t manage yourself let alone others and it will rub off on your team.

• You’d rather stay in your office than converse with your team.

This can be a sign of someone who struggles with communication, a key attribute when it comes to being a manager.

• You feel your employees’ career growth should be their concern, not yours.

Often, being a manager is as much about being a mentor than just a boss. Investing in the success of your staff will build trust, loyalty and make your employees more valuable.

• You can’t plan for the growth of the department because you can’t imagine ever hitting your existing goals with your current team.

A solid manager always has a plan to help their team execute their goals and feel motivated.

• You hate that some of your staff have skills that force you to depend on them because you don’t have those skills yourself.

The best managers know both their strengths and weaknesses and don’t feel threatened by their team.