How Can You Instantly Spot Bad Leadership? Watch for 3 Signs

As the old saying goes, "People leave managers, not jobs."

Oct 01, 2024

This post is part of my Thought Leadership series: long-form articles aimed at teaching you how to build great work cultures where people and businesses flourish.

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brown eggs in a box — Photo by Nik on Unsplash

"People leave managers, not jobs."

We've all heard that saying before, and it's spot-on. When you look closely at your managers, you might notice some bad habits that really mess with people's performance.

Here are three management behaviors that need to be fixed ASAP. It's surprising these still happen, but the data speaks for itself. These are common gripes from thousands of engagement surveys and exit interviews I've seen in my work as an executive coach. These behaviors and practices can crush morale and drain the energy from your team. Here's a quick rundown of each:

1. Disrespecting employees

According to a previous poll conducted by ResumeLab on what defines a bad leader, it was discovered that a concerning 72 percent of the surveyed individuals were subjected to rude or disrespectful behavior by their superiors. Additionally, nearly 70 percent of respondents experienced public criticism from their bosses, with 83 percent reporting negative feelings as a result.

According to research, disrespectful, rude, or insensitive behavior ("incivility") can derail people and organizations. It not only takes an emotional and physical toll on employees, but also results in huge losses stemming from poor performance, absenteeism, and turnover. Among employees who've been on the receiving end of incivility:

48 percent intentionally decreased their work effort.

38 percent intentionally decreased the quality of their work.

80 percent lost work time worrying about the incident.
78 percent said that their commitment to the organization declined.

Additionally, the research suggests that even if people want to perform well, they cannot when they are operating in a disrespectful and inconsiderate atmosphere. Productivity and creativity take a nosedive; employees eventually lose their conviction and contribute less.

How do managers address this problem? For starters, many managers act inconsiderately because their leaders -- their own role models -- act rudely and inconsiderately as well. As a result, they will likely embrace uncivil behavior if promoted up the chain of command. To break the cycle, creating a culture of respect, dignity, and positive affirmation will bring out the best in employees. So will living out the organization's values, with managers asking for feedback on their own performance from direct reports, and monitoring their own progress over time.

2. Not recognizing people's work

Don't underestimate the power that comes from recognizing high performers who are intrinsically motivated by their work. Gallup has surveyed more than four million employees worldwide on this topic. They found that people who receive regular recognition and praise:

Increase their productivity
Increase engagement among their colleagues
Are more likely to stay with their organization
Receive higher loyalty and satisfaction scores from customers
Have better safety records and fewer accidents on the job

3. Not seeking input from the team

Since employees know the nuances of their daily routine better than anyone, leaders can gain their trust by coming to them first for input, buy-in, advice, and strategy. Asking employees about what's working and not working fosters a culture of trust, where everyone feels safe enough to contribute ideas that have value and share concerns that can help resolve problematic situations.

What employees need and expect in exchange for their work has greatly changed. People now have aspirations for their work experience that were unimaginable 10 years ago. Employees of every generation now want to feel valued, grow in their jobs, be part of a respectful and ethical community, have ownership of decisions, and feel appreciated. That's reason enough for them to want to get up in the morning and run to work, not run away from their bosses.

If you’re joining me for the first time - welcome!

You’ve arrived at a place dedicated to helping you grow as a leader. To get started, click the red button below, and I’ll do everything I can to provide you with insights, tools, and pathways to help you lead with greater clarity, impact, and care.

Whenever you’re ready, here are a few ways I can support your leadership journey:

🎙️Listen to the Love in Action Podcast: Join deep, engaging conversations with top business experts and explore how practical love and care are great for people and profits. Listen on Apple Podcasts, Spotify, or your favorite podcast app.
📖 Read Humane Leadership: Leadership needs a shift — from fear-based control to a more humane approach built on empathy, integrity, and purpose. Humane Leadership offers a fresh, actionable vision for leading in a way that empowers your team, fosters lasting loyalty, and drives outstanding business success.
🛠️ Curious About Coaching? Become a Substack Founding Member and receive two 30-minute, one-on-one coaching sessions. It’s a practical, low-commitment way to explore how coaching can support your leadership growth.
🚀 Leadership Coaching: Most coaching focuses on what leaders do - but real change starts with who you are. My coaching helps you build deep self-awareness, expand your influence, and create meaningful, lasting impact. Schedule a 30-Minute Discovery call to learn more.