Toxic bosses supervise and lead in a self-promoting, narcissistic, authoritarian, unpredictable, and abusive manner (Schmidt, 2008). Our latest research further characterizes toxic bosses by their ongoing covert or overt behaviours that harm employees’ engagement, productivity, and well-being.
Unfortunately, toxic bosses are all too common. A 2023 survey revealed that 87 per cent of professionals have had at least one toxic boss during their careers, with 30 per cent encountering more than one. Another survey found that 24 per cent of employees are currently working under the worst boss they’ve ever had.
As I continue to research and spread the word on toxic bosses, I’m often asked the question: How can we identify these toxic bosses before accepting a job? Whether you’re applying for a position at a new organization or looking to move within your existing company, you should be vigilant in assessing your potential new boss. Here are the five warning signs to be on the lookout for:
- They dominate your interview. Toxic bosses who have massive egos and narcissistic tendencies love the sound of their own voices and tend to talk more than listen. Although they will ask questions, they much prefer talking about how great they are and how lucky you’d be to work for their organization. They will not allow you space to ask your questions and will frequently interrupt you to gain more airtime. Consider this a warning sign and a taste of what’s to come if you take the job.
- Turnover has been a trend. Toxic bosses are brutal to report to, and many of their employees don’t last more than 1-2 years before leaving. To find out if an organization has high turnover, you can ask your potential boss about their team and how long people have been there or reach out to current/past employees to inquire about turnover trends. You can also search LinkedIn to see whether people have moved on from their team. If you notice that many people have left, take it as a warning sign of a toxic environment. Toxic bosses are great at making excuses as to why people left (and none of the reasons have anything to do with their leadership).
- Medical leaves are prevalent. While medical leaves can occur for a variety of reasons, a pattern of employees taking a leave may signal a toxic atmosphere. It’s not uncommon for people working under a toxic boss to burn out and need to take a medical leave. It’s tough to find out this information, but you can inquire with current or past team members about the team’s history and whether medical leaves have been a recurring issue.
- Silence or awkward responses about their leadership. Speak to people who report to, or have reported to your potential boss, asking what they are like as a leader. You will glean as much from what they say versus what they don’t say. If they respond awkwardly or say very little, it likely suggests a less-than-ideal boss. Silence can indicate an undercurrent of negative traits that they are simply not comfortable sharing. People who like their leader will have no problem sharing positives, such as how they’re supportive, inspiring, fair, etc.
- Disrespecting your time and needs. The way you are treated and communicated with during the hiring process is a good indicator of your potential boss’s style. Do they respect your time by only contacting you during business hours or do they contact you in the evening or on the weekend? If you have asked about flexibility and hybrid work options, do they shut that down immediately or do they listen to your preferences and consider them, even if organizational policy may get in the way? Do they start and end the interview on time, respecting that your time is valuable?
Again, these are not sure signs of a toxic boss, but the more of these indicators that are in play, the more you need to be aware of your risks.
In sum, the hiring process is like dating: be aware of the signs and how you are feeling. You should feel heard, respected, and appreciated every step of the way. Treat warning signs as important data in making your decision and be sure to talk to others and do your research to minimize the chances of falling into a toxic boss trap.
To receive a free Toxic Boss Quiz to learn what type of toxic boss you may have, sign up for Dr. Laura’s monthly tips, tools, and podcast updates here.
References:
Howington, J. (2024). FlexJobs Report: Toxic Managers and Coworkers Pervasive in the Workplace. FlexJobs. https://www.flexjobs.com/blog/post/toxic-managers-coworkers-make-toxic-workplace/
Killham, E. (2023). Research Reveals the Impact of Great (and Not so Great) Managers. Perceptyx. https://blog.perceptyx.com/research-reveals-the-impact-of-great-and-not-so-great-managers
Schmidt, A. (2008). Development and Validation of the Toxic Leadership Scale. University of Maryland, College Park.
Dr. Laura Hambley is a thought leader on Career and Workplace Psychology, passionate about career development. She founded Canada Career Counselling in 2009, however has specialized in career development since 1999 through her Master’s research and counselling in different settings, including outplacement and career transition firms in Alberta.
Dr. Laura learned early on that effective career planning enhances wellbeing, confidence, and clarity in one’s work and life. Combining the expertise of Psychology with Career Counselling is what she sought to do as she founded and evolved Canada Career Counselling from Calgary to Toronto, Victoria, and Halifax, providing Career Counselling and Career Coaching to thousands of clients over many years.
Dr. Laura enjoys her work as a Career Counsellor and Career Coach to professionals who are in mid- or senior stages of their career, helping them navigate complex career decisions and pivots. Her extensive experience as an Industrial/Organizational Psychologist, enables her to understand and address the challenges faced by individuals, leaders, teams, and organizational cultures. Having consulted to a wide range of organizations since the late 1990s, and becoming a future of work thought leader, has enabled her to help individuals and organizations navigate the latest trends impacting today’s organizations.
Dr. Laura fulfilled her dream of having her own podcast in 2020, called Where Work Meets Life™, where she interviews experts globally on topics around career fulfillment and thriving humans and organizations. She is a sought-after keynote speaker for organizations, associations, conferences, and events.
In addition to her Master’s in Counselling Psychology (1999), Laura holds a Ph.D. in Industrial/Organizational Psychology (2005) from the University of Calgary. She is a Registered Psychologist with the College of Alberta Psychologists, as well as a member of the Psychologists’ Association of Alberta and the Society of Human Resource Management (SHRM). She also contributes to teaching, supervision, and research as an Adjunct Professor of Psychology at the University of Calgary.
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