#badboss

[the-most-humble-blog]

The Ultimate Checklist: "Are You the Micromanaging Power-Trip Boss Everyone Secretly Hates?"

"If You Check 3 or More, Your Employees Probably Have a Group Chat About How Much They Hate You."

☑️ Do You Override or Embarrass Employees in Front of Others to ‘Show You’re the Boss’?

Nothing says “power trip” like correcting someone who’s been at the job longer than you, just to flex. Bonus points if you’ve done this in front of clients, making them cringe so hard they reconsider doing business with your team.

☑️ Do You Scrutinize Hours Like a Hall Monitor on Steroids?

"Didn’t you leave 5 minutes early last Tuesday? Fix that."

"I noticed you spent an extra 5 minutes in the bathroom last week. Is everything okay down there?"

"Why did you come in 20 minutes late today? Never mind that I was here 15 minutes early just to keep tabs on you."

If you’re tracking every minute like a parole officer, don’t be shocked when your employees start daydreaming about keying your car.

☑️ Do You Refuse to Empower Employees While Making Them Chase Your Signature Like a Headless Chicken?

You’ve got people who’ve been doing the same job for years—probably better than you ever could—but no, they can’t sign their own forms because you need to feel important.

Extra hate points if you disappear for days without notifying anyone, leaving them to hunt you down like you’re Bigfoot.

☑️ Do You Waste Everyone’s Time on Pointless Power Moves?

Standing in the doorway chatting about absolutely nothing while your employee is clearly on a deadline.

Making them wait for five minutes because you’re typing some pointless email to another equally useless boss.

Walking in like “we’re friends” for a dumb conversation, then leaving like “you’re wasting my time.”

Nothing screams bad leadership like being a living contradiction.

☑️ Do You Gossip About Your Employees Like a Petty Parrot?

You think badmouthing your team to peers or upper management makes you look good. Guess what? It doesn’t.

Extra shame points if the employee overheard you and is now doing Indeed applications mid-shift because they’ve mentally checked out.

☑️ Do You Ignore Your Team’s Timeline but Blame Them for Not Meeting It?

The organization sets a hard deadline, but you’re too busy micromanaging, holding them up at every turn. Then you act surprised when things are behind schedule. Hint: It’s you. You’re the problem.

☑️ Do You Ask ‘Are You OK?’ When It’s Obvious YOU Are the Problem?

They don’t want to talk to you, and their fake smile is practically screaming “Please leave me alone, you’re ruining my life.” But there you are, oblivious, thinking you’re being “caring.”

☑️ Do You Overload Remaining Employees When Someone Quits?

Instead of hiring a replacement, you slap the workload onto the already-burnt-out team because “we’ll figure it out.”

And of course, you’re too clueless to even understand the scope of work your exiting employee handled, leaving the team in chaos while you pretend it’s all under control.

☑️ Do You Disappear When the Team Actually Needs You?

Oh, you’re on a “few days’ vacation” or “sick” (again) while they’re drowning in work. Bonus hate points if the team functions better without you there.

☑️ Do You Make Employees Pretend to Care About Your Problems?

No one’s actually concerned about your hemorrhoid surgery. They’re secretly hoping you never come back because the workplace is significantly less painful without your presence.

☑️ Do You Even Realize They’re Applying to Other Jobs During Work Hours?

They’re spending more time on Indeed than on actual tasks, just waiting for the moment they can leave your sorry ass in the dust—keys on the desk, no notice, goodbye forever.

☑️ Do You Think Fear = Respect?

Employees fake-smile at you out of fear, not respect. And that’s on you.

Results:

0-2 Checks: You’re annoying, but manageable.

3-5 Checks: You’re officially the reason your employees dread Mondays.

6-8 Checks: HR knows about you, dummy, and they’re watching closely.

9+ Checks: Congrats! Your employees probably have a countdown to the day you get “restructured” out of the company.

🔥 REBLOG If you want more!

[p1xiara]

Jerk Employer Part 2

A few days later I found out calls had been set up by the 2nd line manager, who’s direct reportees people were involved, and I was the only one left in my team with a role. I was not invited on these calls, when asked why I was not on the call by someone, they were told I’d be contacted separately. I was not contacted by anyone, I don’t know why I was never contacted. I asked questions on Teams, and I was ignored, so I gave up. I was then sent an email by a fellow C grade who was also affected, which stated that C grades could not apply for the E grade roles. I emailed my 3rd LM cc'ing the HR rep asking for confirmation on this matter and a call was set up with the 3 of us. I was told on the call I could not apply for the E grade roles, they thought we could, but they got it wrong. But I was told I could apply for a front line role (taking customer calls) and they could help with that. I would only need to move north and be in a building for 3 days a week and 2 at home. When I stated I was a home worker due to disabilities, the HR rep shrugged his shoulders and said "er". This was via a team call and they both had their camera on. That was the support from HR in BT. A shrug that I was disabled. A shrug that it was clear it wasn’t going to find any help. I went looking for some help and support about being disabled and finding a new role within BT. I came up blank, there was no real help, just documents that served no purpose in the help I needed. So, I emailed the 3rd LM asking for where I could go and get help about finding a new role but taking in my disabilities also, and he replied it would be down to the new hiring manager. So basically no support from 2nd or 3rd line managers in helping or supporting their employees who are disabled. We all had consultation calls with the 3rd LM, now all my colleagues had been on these calls and they lasted minutes with this man. Not mine, I made it clear how angry I was, I laid everything out to him. About the support I wasn’t receiving, how my second line manager had calls without me being on them. How that made me feel as a person, and why did they think it was ok to be treated this way. Especially at how the HR rep presented himself in the previous call, shrugging his shoulders when I said I was a home worker due to disability. He apologized and said to contact him with any help I needed. He must have spoken to 2nd LM as they called the following day. The opening on this call wasn't their fault that they never spoke to me, they felt it was out of their hands. I cut that call very short after explaining how they made me feel as a person, and how it proved what they thought of me as a member of her wider team. It hurt me very deeply that they did that. As there was still a hold on any new roles I had no choice but to take redundancy and leave the BT. BT states as part of our diversity policy to ensure we meet the needs of all our customers, BT encourages applications from people with disabilities and supports their professional development. My experience has thrown light on the fact that this is not the case. HR shrugged his shoulders at me when I stated I was a home worker due to disabilities. This to me, shows how much BT supports their disabled employees. We are worth more than a shrug. But I'm calling this out. They have done this to me, I won't have been the first. And I definitely won't be the last but if I can make just 1 person be treated better than I was I'd be so happy. BT is no longer what it was, and those in their ivory towers need to know how the way me, and everyone else was treated so horrifically.

[livelyoffice]

2402- Hello Supervisors. Let's talk about; Taking Back Control: Why Nobody’s Coming to Save You

Welcome to The Lively Office Podcast! In this episode, we’re diving into Rule #2 of our Rules of Engagement: Nobody’s Going to Save You. Through powerful, real-life stories, we’ll explore the journey of taking ownership of your work and life, breaking free from toxic environments, and embracing resilience. Hear how leaders like you have faced challenges, set boundaries, and transformed their lives by stepping into their power. These relatable experiences will inspire and equip you to rise, connect, and discover your path to balance and fulfillment.

Check out this episode of The Lively Office Podcast!

[tenlytymes1]

#badboss #helpme

So at my job we recently get to switch shifts and change teams every six months. I was able to because of my productivity, and my work ethic, I was able to get the hours that I wanted . however, I am stuck on the same team with the same manager. she will not let me go , she had a choice. think she really wants to make my life miserable at this job. I’m starting to think that she it makes her happy to mess with me and to get rid of people. I know we have lost at least 4 people that are so called, “ not coming back” as she mentioned in a meeting. I love the company and I am thinking of going to the new boss above her to ask if I can be transferred to a new team. I will have to see how this goes. Back soon with an update.

[minyboy]

Leadership is the art of trading imaginary things in the future for real things today.

[calmjourney-org]

Impactful Relationships

What impactful relationships have you had over the years?

Daily writing promptWhat relationships have a positive impact on you?View all responses I have had many impactful relationships over the years: not all of them positive. Some of the people that I have encountered have pushed me and made me a better person, but in the moment, I struggled. I high school, I had a coach who demanded perfection. His mantra that has become my own is “You Teach What…

[suzannekane]

Do you have a demanding boss who's tough to deal with? Check out these tips and tricks.

(6) Dealing with a Demanding Boss: Tips and Tricks | LinkedIn

[enterprisewired]

Are These 5 Toxic Workplace Behaviors Driving Away Your Talent?

The job market is getting aggressive day by day. Companies are keeping only those employees who are ready to give their best for their team. But guess what? Some companies do such things that make their best employees want to leave, and they might not even know it.

These cheap behaviors not only make your staff miserable but also hinder them from doing their best work and coming up with innovative new ideas. In this article, you are going to read five of those toxic workplace behaviors that could drive your talent away and will give you some ideas on how to fix them.

Here are the most common toxic workplace behaviors almost every employee might have faced.

“Not saying thanks”

One of these not-so-great behaviors is not saying “thanks.” Working hard on your project and not receiving any appreciation or ignorant behavior feels bad right? Employees start looking for another place to work where they feel valued. This is what happens when they don’t appreciate your hard work.

“Bad communication”

This is a common toxic workplace behavior practiced by managers in companies. If you remember that childhood telephone game, you know how messages can get messed up when they pass through too many people. Bad communication is the same game but with way less fun. It leads to misunderstandings, and frustration, and eventually makes employees leave their current company.

“Unrealistic Expectations”

What if someone tells you to climb Mt. Everest without training? That’s highly impossible, right? This is what it feels like when bosses or managers set unrealistic expectations for their employees. This is very common in the sales department. In behalf of “incentives” companies are making huge profits and spending less on giving incentives as “promised” They need the right guidance and training as well as a target that they can achieve with their hard work.

Examples of Toxic Workplace Behaviors

1. Poor Communication

Effective communication is the cornerstone of a healthy workplace. When communication breaks down, misunderstandings arise, and employees feel disconnected and undervalued. Here are some common communication issues that create a toxic work environment:

Lack of Transparency: Employees want to know what’s happening within the company. When leaders withhold information or make decisions behind closed doors, it breeds distrust and insecurity.

Inadequate Feedback: Constructive feedback is essential for growth. If employees receive little to no feedback on their performance, they can become demotivated and unsure of their contribution.

Ignoring Employee Input: When employees’ suggestions and concerns go unheard, they may feel undervalued and disengaged. A workplace that dismisses its employees’ input is on a fast track to toxicity.

Solution: Promote open and transparent communication channels. Encourage feedback at all levels and actively listen to employees’ concerns. Regularly share information about the company’s direction and involve employees in decision-making when appropriate.

2. Micromanagement

Micromanagement is a harmful tendency that can hinder innovation and erode trust. It happens when bosses micromanage and examine their workers’ work, leaving little opportunity for autonomy or decision-making. These types of toxic workplace behaviors clearly convey the message that you do not trust your team.

Solution: Instead of micromanaging, empower your employees to take ownership of their work. Provide clear objectives and guidelines, but allow them the freedom to execute their tasks in their own way. Trust your team to deliver results, and they’ll feel more valued and motivated.

3. Unfair Treatment:

When employees perceive favoritism, discrimination, or unequal treatment, it breeds resentment and it is one of the most common type of toxic workplace behaviors in the corporate sector. Unfair treatment can manifest in various forms, including promotions, assignments, and recognition.

Solution: Ensure that you have a fair and transparent process for evaluating and rewarding employees. Promote diversity and inclusion in all aspects of the workplace. Address discrimination and harassment promptly and create a culture where everyone feels.

4. Overloading Employees

Constantly adding additional work without considering employees’ capability and well-being can lead to burnout and high turnover rates. When employees are overburdened, their productivity declines, and they may seek alternative employment opportunities.

Solution: Balance workloads and set realistic expectations. Encourage employees to speak up if they feel overloaded and provide the necessary resources or support. Promote work-life balance and ensure that overtime is the exception, not the norm.

5. Lack of Recognition and Appreciation

Solution: Recognize and celebrate employees’ achievements regularly. Acknowledge their contributions publicly and privately. Offer constructive praise and rewards, such as promotions, raises, or additional responsibilities, to show your appreciation.

Conclusion:

In a nutshell, toxic workplace behaviors can make good employees leave the company. That’s not what we want. We want a happy and productive workplace.

So, here’s what we need to remember:

Talk clearly like using a clear map, good communication helps everyone understand each other.

Don’t watch too closely Micromanagement is like being watched all the time. It makes people uncomfortable. Give them space.

Be fair and treat everyone the same, just like sharing a pizza equally.

Balanced Work: Imagine running with a heavy backpack. That’s how uneven work feels. Make it fair.

Say thanks just like cheering for a team, saying “thanks” for good work makes people feel valued.

By fixing these problems, we make our workplace better for everyone. And that’s not just good for employees; it’s good for the company too. So, let’s make our workplace a happy

[cheesymorgue]

My OC Guy Niceguy. He's nice and loves his job and colleagues.

[p1xiara]

Jerk Employer Part 1

I am posting this on behalf of a relative, with their full permission. I have posted this as part 1 & 2 as it was too long.

I have been a home worker since 2014 due to different medical conditions. It was via a passport put in place by myself and my line manager that was updated every 6 months or so, depending if something new cropped up June 2022 we were told our building was closing and the roles were moving north, they were closing around 300 sites and keeping just 30. We now needed to be relocated within a call centre site that was up only further up the country, we were told we had until the 31st March 2023 to find a new role or leave BT. We were told we would have support from senior managers we had none. Until several months later when the 2nd line manager needed our team's help and it was mentioned and passed by within seconds of the call. We made counter claims, but they were all rejected. We had the help of a brilliant Employee Rep who put these claims together. Due to me working from home since 2014 we asked the HR Rep of our area how to go about getting a Work from Home status due to disability for myself. Well the HR rep went away and came back and we followed those instructions, however they were totally incorrect. You would think HR would know the right process but I understand a lot was going on. After many months, and an assessment with an outsource company, I was able to get that status. I was assured my role was secure and I would carry on as per normal. The relief was overwhelming, but then guilt was not far behind. It looked like I was going to be ok but my work family, they were not. There was such a sense of guilt it was also overwhelming, to the point I was stressed, and my depression overwhelmed me at times. There was also a hold on any new roles within the company, so my work family were struggling to find any new roles. We worked hard, often giving up our time to get things done that needed to be done, our team alone added up to over 200 years in BT. February 2023 we were on a call to be told there was a head count challenge. On the call we were shown documentation stating that Team members Grade C (my grade), will no longer exist, but we could apply for the E grade roles that were to take over our roles. So, I applied like the other 3 grade C's, to be considered for one of the E grades. I assume these documents were sent to HR, who was also on the call, and the union's the managers and employees were signed up with.

[livelyoffice]

2410-01 In this episode of The Lively Office Podcast, we introduce our "Rules of Engagement" series, starting with Rule #1: Reacting vs. Responding.

In this episode of The Lively Office Podcast, we introduce our "Rules of Engagement" series, starting with Rule #1: Reacting vs. Responding. Discover how this essential shift can empower any supervisor to navigate workplace challenges more effectively. Join us as we delve into the insights behind this first rule and explore how responding, rather than reacting, can create a positive impact in your role

Check out this episode of The Lively Office Podcast!

[swimfaye]

Dear Former boss,

Today is a difficult day. Over ten years ago I was going to the gym. I had been going since 2012. Working out after work. I was going through the process. I had lost weight.

You ignoring my actual value used me. I had lost twenty five pounds by consistently going to the gym.

You underpaid me.

I showed up on time, I busted my arse getting everyone to Las Vegas. I still was in the office on time.

You cheapen me.

When a male coworker got a gallbladder removed surgery and lost weight you praised him.

Looking at me saying out loud I should have mine removed.

I hated that day. I abhored how you were ignoring your siblings distaste for me.

I left my job abruptly because of your failure to be honest.

I left because of the discrimination I felt.

I'm not proud of the time I worked for a female led company because of that experience.

Good Bye.

[hrafterhours]

Look at the time. It is drink-thirty! Our most recent episode “Lead the Change” is out now on all major streaming platforms.

🍸hrafterhours.com 🍹

[minyboy]

Catbert, the evil cat from Dilbert, but I repeat myself.