The Psychological Fallout of Working Under Unkind Leadership

Recently, a senior executive of a private bank was in the news for being unkind and abusive to his colleagues. And this is not a one-off incident. We all have heard or experienced unkind leaders at our workplaces at some point in our careers. 

My career trajectory changed completely after I worked continuously under unkind leadership for months. I was forced to quit my job at the peak of my career because I could not come to terms with the unkind behavior. 

But I don’t always blame leaders for their unkind behavior. Today, we all work under high pressure, with demanding targets and never-ending to-do lists. That can make even the best leaders make unkind comments.

In such scenarios, HR is responsible for identifying unkind behaviors and addressing them before employees experience psychological fallout. 

In this article, we’ll examine some typical unkind behavior traits and how HR can restore a positive work culture. 

Identifying unkind leadership behavior traits

Here are some typical unkind behavior traits that are big red flags and can trigger psychological fallouts.

Lack of empathy

Many leaders believe in results irrespective of how the result is achieved. They have an unbending will to drive results, often forgetting the impact their approach might have on the mental health of their employees. 

“You have to be in the office early, so what if you’re unwell.”

“ You have to finish it before the deadline, so what if you have to take your pet to the vet.” 

These are just some examples of what a lack of empathy may sound like. These leaders think that showing empathy will put them out of control, and they will be seen as weak leaders. 

Micromanage you

One of the key signs you have an unkind, toxic boss is that they are micro managers. They will try to control every task you do and want to approve everything. They will also try to take over when some tasks are not done how they want. 

Do not keep promises

Unkind leaders purposely change goalposts every time you reach a milestone. They don't stand by their commitments and deny your achievements and even promotions. 

Not an active listener

Unkind bosses don't always mean making harsh comments. Not actively listening to the team members and always putting forth one’s comments is also an act of unkindness. People often think that they have been positioned higher so that others should listen to them. Why do they need to listen to others?

No credit for team members

Unkind leaders always like to bask in their glory and deprive team members of giving them their due credit. But when something goes wrong, the team is blamed. Sadly, some unkind leaders still operate this way. 

Psychological impact

Employees who constantly work under unkind leadership have a negative psychological impact. They quickly feel drained and experience a lack of motivation and productivity. A report says that employees with unkind managers lose 10-52% of their productivity. Employees tend to stay away from work, leading to absenteeism, sick leave, and eventually leaving the company. This can amount to $150,000 per boss per year.

If you look deep, you will see how it impacts the bottom line. A rough calculation of wasted time and a cost estimate can reach up to $75,000 per employee. Now, if there are 100 such employees, just calculate the amount. 

While these unkind leaders might tell you that they are maintaining a higher authority and driving performance by being “strict,” their unkind behavior is affecting the company's bottom line, preventing good work from getting done. They also demotivate employees, which leads to a demoralized workforce, lack of productivity, and more. 

Role of HR

As an HR manager, you can’t allow an unkind leader to remain unchecked. Here are a few things you should do to protect everyone’s interests and uphold the organization's culture.

• Build a strong zero-tolerance policy and adhere to it strictly. Don't hesitate to remove the abuser if the workplace culture is turning toxic and employees are having psychological fallout. 
• Clearly state the organization’s stance on toxic behaviors and educate employees on how to address them. 
• Train managers in conflict resolution, emotional intelligence, and communication skills. 
• Create a code of conduct for managers and employees and ensure everyone adheres to it. 
• Frequently scrutinize the workplace culture by conducting anonymous surveys, gathering feedback, and finding ways to instil a positive workplace culture. 
• Develop educational content for employees so that they can identify toxic behaviors and know how to tackle them. Keep different communication channels open so that they can reach out to HR for help.
• Invest in learning and development opportunities for the employees so that they feel engaged and are less likely to feel stressed at work. 

FAQs

How does working under unkind leadership affect employees?

Employees under unkind leadership often experience decreased motivation, productivity, and overall wellbeing. This can lead to increased absenteeism, higher turnover rates, and significant financial costs for the company due to lost productivity and high employee turnover.

What role should HR play in addressing unkind leadership?

HR should enforce a zero-tolerance policy for toxic behavior, educate employees on addressing such issues, and provide managers with training on emotional intelligence and communication. Regularly assessing workplace culture through surveys and feedback is crucial in maintaining a positive work environment.