Tips for addressing toxic management

Let’s be honest, we’ve all heard the stories, or maybe even lived them: the manager whose “motivational” tactics feel more like psychological warfare, the micromanager who erodes autonomy, or the one who plays favorites like it’s a competitive sport.

Dealing with toxic managers isn’t just a challenge, it’s a reality many HR professionals face, and it can escalate into legal problems. So, what do you do when the very people tasked with leading teams are the ones causing the most damage?

Here are some practical strategies for identifying and addressing these challenges and avoiding legal trouble:

Identifying toxic management patterns

Watch for these indicators that often signal toxic management:

• Recurring turnover within specific teams
• Declining engagement among previously high-performing employees
• Withdrawal from team activities or communication
• Increased sick leave or absenteeism in certain departments
• Pattern of vague or nonspecific complaints about leadership
• Sudden changes in team dynamics or performance

Taking action

1. Document everything: Maintain detailed records of complaints, patterns, and incidents. Include dates, specific behaviors, and impact on team members. The documentation creates a clear picture of the situation and provides support for any necessary disciplinary action.
2. Establish confidential feedback channels: Create safe, anonymous ways for employees to share concerns about management behavior. That might include third-party reporting systems, regular pulse surveys, confidential HR hours, or anonymous feedback platforms.
3. Implement management assessments: Regular leadership evaluations help identify problems early. These may include 360-degree feedback reviews, team climate surveys, or exit interview analysis.
4. Develop intervention strategies: When toxic behavior is identified, address it directly with the leader, providing feedback and outlining expected changes. Help facilitate change by providing leadership coaching and development opportunities.
5. Protect against retaliation. Remind managers that retaliation against employees who have raised concerns is not only prohibited but can result in legal consequences for both the individual and the organization.
6. Take decisive action: If improvement isn’t seen, implement progressive discipline as needed, consider role reassignment or restructuring, and be prepared for termination if necessary. Do not make exceptions for high performers.

Strategies for prevention

Build long-term solutions to prevent toxic management. That begins with strengthening management screening during the hiring process.

Once managers are in place, provide coaching and training in emotional intelligence. Consider mentorship programs for new leaders to provide additional support and guidance, and model how things are done in your culture.

Remember, addressing toxic management requires balance — acting decisively while ensuring fair process. Your role is to protect both the organization and its employees while fostering a healthy workplace culture.