The Toxic Manager Conundrum: Why Reporting May Not Be Enough

Reporting a toxic manager may seem like the obvious solution, but it’s not always effective. In some cases, toxic managers can continue to thrive, even when their behavior is brought to light. That is when you must make a decision to either navigate them, take them on or leave them. No point in crying about it.

Here are five reasons why some toxic managers get away with it:

1. The Manager is Delivering Good Department Outputs

Toxic managers often prioritize results over people, and their departments may appear to be performing well. This can make it difficult for executives to take action, as they may prioritize short-term gains over long-term employee well-being. Even if employees report the manager’s behavior, the focus on results can lead to dismissal of their concerns.

2. The Manager is Providing Great Support to the Executives

Toxic managers often build strong relationships with executives, making themselves indispensable. They may provide exceptional support, anticipating needs, and offering solutions. This can create a sense of loyalty, making it challenging for executives to consider alternative perspectives.

3. The Manager Has Long-Standing Relationships

Established relationships can make it difficult for new information to penetrate. Toxic managers may have built a network of allies over time, making it hard for employees to report their behavior without fear of reprisal. These relationships can also lead to a sense of “he’s always been like that” or “it’s just their style.”

4. There Are No Signs to Executives That the Manager is Toxic

Toxic managers often hide their behavior from executives, presenting a charming and competent exterior. Employees may feel uncomfortable reporting incidents, fearing retaliation or disbelief. Without clear evidence, executives may remain unaware of the manager’s true nature.

5. The Manager Has Already Been Earmarked for Succession

In some cases, toxic managers may be groomed for leadership roles due to their results-driven approach. Executives may overlook their behavior, focusing on their potential to lead. This can create a sense of investment in the manager’s success, making it difficult to address their toxic behavior.

It gets very tricky and sometimes you will be in a lost battle.