The five types of bad manager and how to deal with them

Last summer, Rebecca Croft came to the end of her tether. She’d spent the past six months reluctantly in charge of a bewildered, exhausted and demotivated team, having been parachuted into the role temporarily after the previous manager had gone off sick and never returned. Aside from a, she was given no additional training for the role, no resources and felt constantly harangued from above by her own boss.

It’s having a disastrous effect on productivity: new data from the Office for National Statistics shows the number of people suffering fromproblems caused by their jobs has soared by 275,000 since the pandemic. Experts say toxic workplace culture is often driven by reluctant – and insufficiently prepared – bosses. “The skill set of the average manager is so poor that the blind are leading the blind,” says communications expertSue Ingram.

A great, confident manager will be happy to let their team shine – “like the conductor of an orchestra”, says Ingram. “They might not know how to play the bassoon, or the flute, but they know how to get them to play together.” If they’re a control freak, they won’t be bringing out the best in them – and may waste time and resources “mansplaining” everything rather than listening to new approaches and ideas.“I would take charge of my project and anticipate his needs,” advises Ingram.

“Robots respond well to data,” says Wiggin. “Often, you have to just show them the data: tell them that this is how people see them and this is the impact. More often than not they’re not doing it deliberately – once they recognise it and understand that a bit of emotional intelligence matters to other people, they’re normally willing learners.” She advises younger employees to suggest things – like team drinks – and offer to organise them.

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