7 bad bosses to avoid—and how to spot them during an interview
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7 bad bosses to avoid—and how to spot them during an interview
When looking for a new job, you want to consider everything from the kind of work you will be doing to the company’s policies about hybrid work. But perhaps the most important thing to consider is who your new boss will be.
A big raise, a generous signing bonus, or a fun job may be alluring, but you should always be cautious about your boss. Your boss can have a huge impact on your quality of life—both at work and outside of work.
In fact, according to a survey by FlexJobs, 87% of people say they have worked for a toxic boss. Among those who have had a toxic boss, 51% experienced increased levels of anxiety, 44% experienced mental fatigue, and 32% experienced increased levels of depression. These toxic leaders also reduced productivity and performance for 24% of workers.
If that weren’t enough, 69% of people say their leader has a greater impact on their mental health than their doctor or therapist, according to a study by The Workforce Institute at UKG.
This research suggests that it is critical to make a good choice about who you work for. Here are seven kinds of leaders you should avoid—and how to spot them during the interview process.
THE DEMANDING LEADER
One of the most obvious leaders to avoid is the overly demanding boss. This is the leader who expects you to work nonstop and to put work ahead of everything else. You want a leader who has high expectations and relies on you, but a leader who is overly demanding is likely to make unreasonable demands—and may not recognize the value of life outside of work.
Look for clues based on how your new potential boss talks about their team’s work and whether they celebrate a win-at-all-costs mentality. In your interviews, you can ask questions about how the team manages its work and the types of deadlines that are typical within the team’s processes.
THE CHILL LEADER
Another type of leader to avoid is the one who is too easygoing. While being relaxed may seem like a good thing, you’ll want to watch out for leaders who lack a sense of urgency, commitment, or dedication.
Ultimately, we all want a leader who is energized about the work and the team—and who can motivate you as well. You’ll be most satisfied when a leader holds you accountable and is tuned in enough to provide recognition for your effort.
In addition, watch out for the leader who doesn’t set guidelines about when you should be in the office or who fails to provide clarity about what kind of work you’ll be doing. While the flexibility may seem positive, if a leader takes it too far, it can quickly translate into your own disengagement. After all, if the leader doesn’t care, why should you?
In your interview, ask about the expectations for how, when, and where you would work—and look for answers that demonstrate how they will value your contribution.
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THE LOW VISION LEADER
Another leader who can detract from your motivation and satisfaction is the leader who doesn’t have a vision for the future. When you’re working on things you care about, or that have a broader impact, you’ll be happier and more satisfied. As a result, it’s critical that a leader can articulate where the organization and the team are going and why the work is important.
You want a leader who can express the vision, mission, and purpose of the organization—and talk about how your work will have an impact. If a boss lacks vision or a future focus, you may find yourself lacking inspiration.
Ask questions about their vision. Also inquire about how they view the role of the team and its impact on the organization, the customer, or the community.
THE NO-GROWTH LEADER
Another red flag is a boss who isn’t able to articulate how you’ll be able to grow or develop within your role or, more broadly, within the company. You’ll be more likely to avoid burnout when you have a job in which you can learn continuously—and your leader is important to pave the way for this approach.
Ask questions about how the role will develop over time, and inquire about the ways the company supports learning. Ask about development plans and whether mentorship opportunities are available. Exercise caution in taking a job with a leader who isn’t clear about your future opportunities to grow.
THE POOR COMMUNICATOR
When you’re interviewing for a new job, you should pause when you come across the boss who is a poor communicator. If they lack responsiveness when they’re seeking to attract you, they won’t get any better once you’re hired.
And if they lack effective communication skills with you, they’re also likely to struggle to interact successfully among their own peers or leaders—and may therefore have a hard time advocating for the team or securing resources.
Also watch out for a leader who is especially negative. It’s helpful to have a critical eye and a boss who can see how things can improve within the organization. But you don’t want to work for someone who isn’t personally optimistic about where things are going.
You can get a general sense of a leader’s communication skills and attitude easily throughout the application process, but you can also ask specific questions about how they typically stay in touch with their team members and how they advocate for the team within the organization.
THE MICROMANAGER
One of the best-known red flags is the leader who is overly controlling or who micromanages team members. You will be most satisfied with an appropriate level of independence and autonomy. This should include guidance and direction in conjunction with freedom to get work done—especially as your own level of competence continues to grow.
Ask questions about how the leader directs the work of others. You can even ask how often they get involved with the work of team members. Ask about how the work is delegated or shared among the team to determine if your potential new boss is a micromanager.
THE ARROGANT LEADER
Another bad boss is the one who is arrogant. Watch out for a leader who believes no one is as smart as they are or who takes credit for other people’s work.
Rather than a self-centered or egotistical boss, you want one who is confident and competent—but also has humility. The right blend of these characteristics usually translates into a leader you want to follow who also values you, your team, and input from others.
Ask questions about the team’s accomplishments and about what the leader is most optimistic about. Also ask about what kind of skills and talents they most want to add to the team. Their answers to these questions will give you a strong sense for how much they rely on others’ contributions and their view of how important you and the team are to the organization’s future.
WHO DO YOU WANT TO WORK FOR?
As you assess who you want to work with, make space to also be forgiving. No leader is perfect and some of characteristics may be minor imperfections, rather than showstoppers.
Give thought to what is most important to you—and to your personal hot button issues. If arrogance is a trigger for you, avoid that boss especially. Or if your primary goal is growth and career development, be particularly careful about working for a boss who may lack a learning orientation.
Also keep in mind that the organization is a factor. You are unlikely to work for only one leader within any employer—so you may decide to take a job with a less-than-ideal boss if the broader organization has an especially constructive culture that includes many brilliant leaders you can plan to work with over time.
Overall, there will be many variables in taking a job, and being intentional and reflective about your next boss will help you make a great decision.
Associate Professor @ Western New England University | Ph.D in Management
2moOn-target with these impacts, especially when working for a bad boss over time. The saying, "People don't quit their jobs, they quit bad bosses," is totally relevant here.
Retired from Vice President,General Counsel, and Secretary at Porsche Cars North America, Inc.
4moI have worked for one of each; I outlasted and outsmarted them all.
Fractional Leadership, coaching, consulting; for whatever ails
4moThis is an excellent article. Being on a great team, with great leadership is a career-building time. Leadership builds team members into stronger, more valuable, members. The impact will last forever. I would suggest that you ask to meet team members. Be patient, find a team you want to work with, and dive in. Once you get there, focus on learning and bringing value. Don't try to impress anyone. Be of service and you are off on a great track.
Might be some good pointers in here for Marty Osborn to include in his thesis - Dont' Work for @ss$&!*s
Independent worker
4moThis is the type of supervisor and management that create a dysfunctional workplace.