77 Bosses Who Are Not Worthy Of Their Position

With younger people comprising a significant portion of the workforce, values and approaches to work have also undergone considerable changes. Loyalty to a job, for one, is no longer the same.

A report by SHRM featured a survey by business consulting firm West Monroe that revealed 45 percent of employees who have been with their current employer for less than a year had already begun applying to new jobs.

HR technologist Ken Ohler notes that “the compact between employer and employee is fragile” and “loyalty has its limits.” As he told SHRM, one point of vulnerability is when a boss frustrates and disengages their staff to the point where a competitor could lure them by offering something better, either through salary or benefits.

“Even if pay is in the right place, lack of strategic direction from leaders, frustration with work processes or technology, or lack of development could create the opening for another employer to steal top talent,” Ohler said.

In our intro, we mentioned that managers have a significant impact on employees’ mental health. Psychologist Dr. Jeffrey Bernstein gave some specific examples in an article for Psychology Today.

Micromanagers are a classic example of a toxic boss. Apart from causing severe anxiety, Dr. Bernstein says these types of managers can also destroy an employee’s confidence and even cause depression.

“When employees feel they have no control over their work, it can create a sense of helplessness and erode their self-worth,” Dr. Bernstein wrote, noting that micromanagement can make an employee second-guess every decision, which may make them detest a job, even the ones they used to love.

There’s also the boss with unrealistic expectations. They’re the ones who assign unreasonable deadlines while also expecting flawless output and on-time delivery. They may also reject an employee’s request for a timeline adjustment.

Dr. Bernstein says managers with unfeasible demands not only lead to burnout, but also to chronic stress and physical health issues.

“When employees are constantly pushed beyond their limits, they can experience emotional exhaustion and a diminished sense of accomplishment,” he added.

We got in touch with a few experts who shared their insights about horrible bosses and what may embolden them to act in such a manner. According to Linx Legal CEO Russ Johnsonit typically occurs when managers prioritize short-term wins over long-term risks.

“They assume that as long as they hit revenue targets or keep costs down, the company will protect them,” Johnson told Bored Panda. “Others rely on employees not knowing their rights, which unfortunately happens more often than people realize.”

In some cases, bosses may not realize the damaging impact of their behavior. According to Lawyer HR director Nataliia zhurbait’s either because no one had given them direct feedback or because upper management never modeled healthier leadership. Peter the childt, VP of Product Strategy at Action1shared a similar sentiment.

“If leadership doesn’t have clear systems for measuring how managers treat their teams, bad behavior can slip under the radar,” Barnett said.

There are cases when a boss’s insecurity may get the better of them. According to Younium founder and CEO Niclas lilymany leaders lash out because they don’t feel in control, or the pressure from above makes them push the stress onto their teams.

“In smaller companies, especially, bosses may think the lack of formal HR structures or legal resources makes them untouchable,” he explained.

Unfortunately, there are mistreatments that many bosses may get away with, receiving only a mild reprimand. Zhurba says it’s the menial yet equally damaging behaviors, such as giving vague instructions and then blaming the employee for it, or routinely overlooking someone for recognition.

Brizy CEO Dimi Baitanciuc says a manager may only receive a slap on the wrist for favoritism, micromanagement, unfair workload distribution, or even verbal intimidation. The reason: they are all difficult to prove legally.

If bosses can get away with “minor” infractions, does that mean complaints filed against them won’t hold water? From an HR perspective, Zhurba says erring managers may not get off scot-free because they consider patterns when hiring, not isolated events.

“Once a manager has a track record of complaints, it limits their ability to lead larger teams or take on more responsibility. Their growth may stall, even if they technically keep their job,” she explained.

Both Lilja and Johnson agree that one’s reputation matters in many of today’s industries. Complaints may be attached to a person’s name, making them less trustworthy.

“Over time, being known as a difficult leader can close off opportunities, no matter how strong their results look on paper,” Lilja says.

It can be challenging for an aggrieved employee to stand up for themselves, especially when their job and salary are at risk. However, all our experts agree that documentation is everything and a valuable weapon when the time comes.

“Know your rights under labor law and don’t hesitate to go to HR or external labor boards if pay is withheld,” Baitaniuc added.